Mediation Of Job Satisfaction Research Articles

PENGARUH BEBAN KERJA DAN STRESS KERJA TERHADAP KINERJA PEGAWAI MELALUI KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING PADA PT. PEGADAIAN SYARIAH CABANG BANGKALAN

This research aims to find out how workload and work stress influence employee performance at PT. Pegadaian Syariah Bangkalan Branch through job satisfaction. The data analysis technique uses PLS (Partial Least Square) structural equation modeling analysis with the SmartPLS version 3.0 program. Validity and Reliability Test. The results of this research state that 1) There is a significant positive influence of Workload on Job Satisfaction 2) There is an insignificant positive influence of Job Stress on Job Satisfaction 3) There is a significant positive influence of Workload on Employee Performance 4) There is a positive influence which is not significant from Job Stress to Employee Performance 5) There is an insignificant positive effect of Job Satisfaction on Employee Performance 6) There is a positive, significant mediation of Job Satisfaction on the effect of Workload on Employee Performance 7) There is positive but not significant mediation of Job Satisfaction significant influence of Job Stress on Employee Performance.

Analysis of Organizational Commitment as a Mediator of Job Satisfaction and Compensation on the Intention to Change Jobs of Bank Syariah Indonesia Employees in Madiun

Employee turnover can disrupt organizational stability and increase recruitment costs. This study focuses on the phenomenon of employee turnover, which poses a challenge for PT Bank Syariah Indonesia, Madiun Branch. The high turnover rate between 2021 and 2023 indicates an imbalance in compensation and job satisfaction. This research aims to analyze the effect of job satisfaction and compensation on the intention to switch jobs, with organizational commitment serving as a mediator. The research method employed is quantitative, utilizing a questionnaire distributed to 200 permanent employees of PT Bank Syariah Indonesia, Madiun Branch. The data were analyzed using Structural Equation Modeling (SEM) through Smart PLS software. The results indicate that job satisfaction and compensation significantly and positively affect organizational commitment, which in turn negatively impacts the intention to switch jobs. These findings underscore the importance of enhancing job satisfaction and compensation to reduce turnover rates in the workplace.

Analysis of work life balance, job satisfaction and its effect on the performance of employees of the General Bureau of the Regional Secretariat of the Riau Islands Province

Purpose: This study analyzes the influence of work-life balance, work environment, and workload on performance through job satisfaction as a mediating variable on employees of the General Bureau of the Regional Secretariat of the Riau Islands Province. Results: Using primary data from 120 employees, this study found that work-life balance and workload have a significant influence on performance through the results of the path coefficient, meaning that the job satisfaction variable can mediate the influence of endogenous variables of work-life balance and workload on the performance variable. This can be explained by the fact that with the mediation of job satisfaction, when there is an increase in work-life balance and workload, employee performance will increase. The Work Environment does not have a significant influence on performance based on the results of the path coefficient, meaning that the job satisfaction variable cannot mediate the influence of the work environment variable on the performance variable. This can be explained by the fact that with the mediation of job satisfaction, when there is an increase in the work environment, it will not have an impact on increasing employee performance.

Mediation of Job Satisfaction to Enhance Bank Employee Performance Affected by Compensation and Leadership Transformation

Mediation of Job Satisfaction to Enhance Bank Employee Performance Affected by Compensation and Leadership Transformation

Looking at the relationship between job satisfaction and employee engagement

The study aimed to investigate the relationship between job satisfaction and employee engagement of employees. This research was quantitative using a survey method, the number of research samples was 80 people, who were selected using the cluster sampling method which is part of probability sampling. Data analysis method using Smart-PLS version 3.0 software. PLS (Partial Least Square). The research findings showed that employee engagement had a significant effect on job satisfaction, employee engagement did not have a significant effect on the non-physical work environment, employee engagement had a significant effect on competence, non-physical work environment affected job satisfaction, competence did not have a significant effect on job satisfaction, non-physical work environment mediated job satisfaction towards employee engagement, competence did not mediate job satisfaction towards employee engagement with sig, > 0.05. This research revealed that workers at PT Semen Batu raja Palembang had different levels of competence and had different employee engagement. This showed that each worker had a high creativity in completing efficient tasks and designing appropriate work methods to achieve effectiveness and efficiency. High value for work is able to increase employee satisfaction and can determine employee commitment to the organization where they work.

The Effect of Career Development and Compensation on Employee Performance Through Job Satisfaction at PT Bank Tabungan Negara Kudus Branch Office

Career development and compensation are factors that play a role in improving employee performance and job satisfaction. With a career development program and fair compensation, employees will provide optimal service to the community. This study aims to determine the direct influence of career development and compensation on employee performance and to examine the role of job satisfaction mediation in the relationship between the influence of career development and compensation on the performance of banking employees. The study involved 50 organic employees. Data collection was carried out using the survey method. The analysis test used is the Structural Equation Model (SEM) approach using the Partial Least Square (PLS) program. The results of the test on the influence of career development on employee performance through job satisfaction showed an insignificant value (p-value = 0.448) and the results of the test on the influence of compensation on employee performance through job satisfaction showed a significant value (p-value = 0.001). This is because employee performance and satisfaction are influenced by various factors other than career development and compensation

The Influence of Competence and Training towards Employee Performance through Job Satisfaction as Intervening Variable in Wonoayu Health Center, Sidoarjo Regency

This study aims to analyze the influence of competence and training on job satisfaction and employee performance at Wonoayu Community Health Center, Sidoarjo Regency. The results show that employee competence does not have a significant effect on job satisfaction, while training has a substantial impact on job satisfaction. Additionally, job satisfaction plays an essential role in enhancing employee performance. Competence and training directly have a positive effect on employee performance and through the mediation of job satisfaction. Wonoayu Community Health Center is advised to regularly conduct relevant and periodic training, create a comfortable and supportive work environment, and provide recognition and rewards to outstanding employees to boost motivation and job satisfaction. Providing career development programs, mentoring, and coaching is also important to help employees develop their competencies. Wonoayu Community Health Center should strengthen communication and cooperation between units and hold regular team-building activities. Future researchers should expand the sample and research locations, use a mixed-method approach, and conduct longitudinal studies. Future research should include external and personal factors that affect employee performance and develop a more comprehensive conceptual model while testing new hypotheses to enrich academic literature.

The impact of self-esteem and self-efficacy on the performance of medical personnel: The mediating role of job satisfaction

The study aims to investigate the impact of self-esteem and self-efficacy on the performance of medical personnel by making job satisfaction variables as mediators. The research design used is causal associative research. Data were collected from 87 respondents consisting of doctors, nurses, and midwives at private hospitals in Mataram City, namely Risa Hospital, Harapan Keluarga Hospital, and Siti Hajar Islamic Hospital. This study was analyzed using path analysis equipped with instrument tests using structural equation modeling (SEM). The research results revealed that self-esteem and self-efficacy have a positive and significant effect on the job satisfaction of medical personnel. Self-esteem and self-efficacy also have a positive and significant impact on performance. Job satisfaction has a positive and significant effect on the performance of medical personnel. Job satisfaction does not mediate the impact of self-esteem on performance. Self-efficacy also does not affect the performance of medical personnel through the mediation of job satisfaction. The study results provide practical implications for hospital management, such as improving the performance of medical personnel, and they must design and implement programs that can increase self-esteem, self-efficacy, and job satisfaction.

The Influence of Emotional Intelligence on Organizational Citizenship Behavior with Job Satisfaction as Mediating Variable at PT PLN South and Central Kalimantan

The purpose of this research is to examine the influence of emotional intelligence on organizational citizenship behavior with the mediation of job satisfaction at PT. PLN UP2D Kalselteng. The research uses quantitative methods and collects data through field surveys by filling out questionnaires by employees. The research location is at PT. PLN UP2D Kalselteng in Banjarbaru City, South Kalimantan. The unit of analysis of this research is the behavior and emotional reactions of the unit being observed. The population of this research is employees of PT. PLN UP2D Kalselteng, totaling 60 people in the second semester of 2023. The sample used was the entire population, with a "saturated sample" approach. The data collection technique used was distributing questionnaires. The measurement scale used is the Likert scale. The data analysis technique used is Structural Equation Modeling (SEM) based on Partial Least Squares (PLS) with the help of Smart PLS software. The results of the research found that emotional intelligence has a positive and significant influence on job satisfaction and organizational citizenship behavior among employees of PT. PLN UP2D Kalselteng. The results of the study suggest that developing emotional intelligence in employees can lead to improved job satisfaction and organizational citizenship behavior.

Pengaruh Perceived Organizational Support dan Work-Life Balance terhadap Employee Engagement dengan Mediasi Kepuasan Kerja

This study aims to determine the effect of perceived organizational support and work-life balance on employee engagement with mediation of job satisfaction at PT Kurnia Ciptamoda Gemilang Kebayoran Lama South Jakarta. The sample in this study were 65 employees support unit of PT Kurnia Ciptamoda Gemilang. Data was collected through a questionnaire using google form. The sampling technique used in this study is the saturated sampling method (total sampling). Data analysis in this study used structural equation modeling (SEM) with SmartPLS version 4.1. Hypothesis testing with the PLS approach, carried out in two stages, namely testing the outer model and inner model. The results of this study indicate that Perceived Organizational Support has a significant effect on Employee Engagement while the Work-Life Balance and Job Satisfaction variables have an insignificant effect on Employee Engagement.

The influence of organizational culture and non-financial compensation on organizational commitment with job satisfaction as a mediation variable

Companies must be able to optimize human resources performance because they are an essential element in the organization and play an active role as planners, actors, and determinants for realizing organizational goals. This research aims to see the influence of organizational culture and non-financial compensation on organizational commitment, either directly or indirectly or through the mediation of job satisfaction. This research is categorized as explanatory research. The research respondents were permanent employees at the regional office of one of the largest banks in Indonesia. The sample size was determined using a total sampling of 150 respondents. The data collection method uses a questionnaire and is analyzed using PLS-SEM. The results show that organizational culture has a significant positive effect on organizational commitment, and non-financial compensation also has a positive and significant effect on organizational commitment. Organizational culture and non-financial compensation positively affect organizational commitment through the mediation of job satisfaction.

Understanding the mediating role of job satisfaction on the effect of organizational communication and organizational justice on intention to leave in banking sector

This study aims to investigate the impact of Organizational Communication and Organizational Justice on Intention to Leave, and to identify the mediation of Job Satisfaction in the said relationship.This study is a quantitative study and a questionnaire was distributed to Bank X Area Surabaya employees with a total of 203 respondents. The data analysis technique used the SEM-PLS analysis tool with the help of SmartPLS 4.0 software. The results of this study show that organizational communication has a negative and significant effect on intention to leave, organizational justice has a negative and insignificant effect on intention to leave, organizational communication has a positive and significant effect on job satisfaction, organizational justice has a positive and significant effect on job satisfaction, job satisfaction has a negative and significant effect on intention to leave and finally job satisfaction mediates the effect of organizational communication and organizational justice on intention to leave. This study provides valuable insight in the context of employee resistance and organizational conditions at a state-owned bank. Keywords: Organizational Communication, Organizational Justice, Job Satisfaction, Intention to Leave

Optimalisasi Kinerja Pegawai melalui Sinergi Kepemimpinan dan Budaya Organisasi

This study analyzes the influence of leadership and organizational culture on job satisfaction and employee performance at the Office of Harbormaster and Port Authority Class II Jayapura. Using the SEM-PLS method, this research finds that effective leadership and strong organizational culture positively and significantly affect job satisfaction, which in turn impacts the improvement of employee performance. The results indicate that leadership and organizational culture not only have a direct influence on performance but also indirectly through the mediation of job satisfaction. With a study population of 65 employees, a questionnaire instrument was used to measure the variables analyzed, namely leadership, organizational culture, job satisfaction, and employee performance. The findings emphasize the importance of an integrated approach between leadership and organizational culture to achieve optimal job satisfaction and performance. Recommendations are provided for organizations to develop leadership training programs and strengthen an innovative and supportive work culture. For future research, it is suggested to expand the population scope and consider other variables, such as work motivation, to enrich the study's findings. This research contributes to the development of a model for improving employee performance through the synergy of leadership and organizational culture.

The Influence of Transformational Leadership, Work Competency, and Work Discipline on Work Productivity with Job Satisfaction as a Mediating Variable on Employees of the Aceh Human Resources Development Agency

This study investigates the correlation between transformational leadership, work competency, discipline, and work productivity at the Aceh Human Resources Development Agency (BPSDM Aceh) with job satisfaction as a moderating variable. Questionnaires were sent to 99 BPSDM Aceh workers as the main means of data collection in this research. The data analysis of this research made use of the Structural Equation Model Partial Least Square (SEM PLS). The SmartPLS software paradigm is employed to facilitate data processing for research objectives. The result shows that directly, transformational leadership and work competency do not significantly affect job satisfaction, while work discipline significantly affects job satisfaction; transformational leadership, work competency, and work discipline significantly affect work productivity, and; indirectly, transformational leadership and work competency does not significantly affect work productivity through mediation of job satisfaction, while work discipline significantly affects work productivity through mediation of job satisfaction. The results also show that job satisfaction functions as a partial mediation on the impact of work discipline on work productivity.

Structural Model of the Effect of Organizational Climate on Life Satisfaction with the Mediating Role of Job Satisfaction among Employees of Emergency Medical Centers in Ahvaz

Background: Today, human power has a deep connection with organization, and the dimensions of personal and organizational life of people are intertwined in a complicated way. The present study was conducted with the aim of designing a structural model of the effect of organizational climate on life satisfaction with the mediating role of job satisfaction among employees of emergency medical centers. Methods: The present descriptive-analytical study was conducted cross-sectionally in 2021. The statistical population of the research included 270 employees of emergency medical centers in Ahvaz city, including the headquarters, urban and road bases, who were all included in the study using the census method. Data collection tools consisted of Halpin and Croft's organizational climate questionnaires, life satisfaction and Spector's job satisfaction. Data were analyzed using structural equation modeling technique in Smart PLS 3 software. Results: The findings showed that there was a significant and positive relationship between organizational climate and job satisfaction and job satisfaction and life satisfaction in emergency medical workers in Ahvaz city. Organizational climate has a significant and positive effect on life satisfaction through the mediation of job satisfaction. According to the path coefficients, the job satisfaction variable plays a mediating role in the relationship between organizational climate and life satisfaction with 0.51 units (0.776 x 0.663). The values of Standardized Root Mean Square Residual (SRMR) and Normed Fit Index (NFI) index were 0.089 and 0.571, respectively, which indicated the suitability of the presented model regarding the relationship between organizational climate, life satisfaction, and job satisfaction. Conclusion: Considering the effect of organizational climate on life satisfaction and the mediating role of job satisfaction, it is possible to increase employees' life satisfaction by providing a favorable environment in the organization and improving job satisfaction.

Why Do Midwives Stay? A Descriptive Study of Retention in Ontario Midwives

This descriptive, exploratory study was designed to examine why Ontario midwives stay in clinical practice. AllregisteredmidwivesintheprovincewereinvitedtocompleteaWebbasedsurveyanda response rate of 37% was ascertained. Descriptive statistics were used to analyze quantitative data while inductive content analysis was employed to analyze qualitative data. Midwives enjoy their work and are highly committed to the profession. Relationships with clients and making a difference through their work are key factors in retention. Midwives report that autonomy in their work is another mediator of job satisfaction. Important support mechanisms for midwives include: relationships with their partner,colleagues and family. Barriers faced in clinical practice include: the need for greater flexibility in working patterns, as well as, conflict with hospitals with midwifery and/or non-midwifery colleagues. These findings are discussed and recommendations for future research are offered.

Does job satisfaction mediate the relationship between corporate social responsibility and employee organizational citizenship behavior? Evidence from the hotel industry in Vietnam

In the current corporate landscape, firms are confronted with a multitude of demands and pressures from diverse stakeholders with employees being the foremost and most crucial group. Developing a competitive advantage for the company requires attracting and maintaining employee engagement especially their participation in extra-role activities. The employment of corporate social responsibility (CSR) as a strategy for attracting and keeping talented employees helps businesses gain a competitive edge. In this regard, this paper investigates the relationship between corporate social responsibility (CSR) and employee organizational citizenship behavior (OCB) with job satisfaction as a mediating factor. We adopted stakeholder theory and social exchange theory to develop a research framework with five elements of CSR influencing OCB through job satisfaction. A self-administered survey was conducted to gather data from employees who work in the Vietnamese hotel industry. We received 375 valid responses after five months using convenient sampling methods. The structural equation modeling (SEM) analysis was run in SmartPLS to test the proposed hypotheses. The results of our study showed that the only CSR that directly impacts OCB is CSR towards the environment; CSR towards customers, CSR towards the community and CSR towards the environment all indirectly impact OCB through the mediation of job satisfaction. Based on the findings, we recommended that hotels regularly share CSR initiatives with staff members in order to encourage them to participate in extracurricular activities at work.

Kepemimpinan transformasional dalam pembentukan Organizational Citizenship Behavior (OCB) Polisi: Kepuasan kerja sebagai mediator

Previous research emphasizes the importance of Organizational Citizenship Behavior (OCB) in public institutions, including the police. However, there is limited literature that examines how OCB subtypes are formed. Considering the centrality of the leader figure in the police, this research investigates the role of transformational leadership in the formation of OCB through attitudinal mechanisms, namely job satisfaction. The quantitative research involved 251 participants, chosen via cluster sampling from a single Resort/Departmental Police Force in Indonesia. This participant willingly completed three main scales: the OCB scale, the job satisfaction scale, and the transformational leadership scale. Data processing used mediation analysis with JASP software JASP 0.17.3 (Intel). The results align with previous findings, which stated a significant positive relationship between transformational leadership and OCB, which was mediated by job satisfaction. Furthermore, this research shows that only the OCB-Individual (OCBI) subtype (courtesy and altruism) is related to transformational leadership through the mediation of job satisfaction. Discussions and implications are outlined in detail, both for police institutions and future researchers

The Role of Job Satisfaction Mediation in the Influence of Person-Job Fit and Job Training on Employee Performance at Grand Inna Kuta Hotel

The study aims to analyze how job satisfaction mediates the influence of person-job fit and job training on employee performance at Grand Inna Kuta Hotel. With a population of 158 employees, saturation sampling was used. Data collected via questionnaires were analyzed using SEM-PLS. Findings reveal: 1) Person-job fit positively but insignificantly influences employee performance, 2) Job training also positively but insignificantly affects employee performance, 3) Person-job fit significantly affects job satisfaction, 4) Job training significantly impacts job satisfaction, 5) Job satisfaction significantly boosts employee performance, 6) Job satisfaction mediates the relationship between person-job fit and employee performance, and 7) It also mediates the connection between job training and employee performance.

Flexible Scheduling, Perceived Organizational Support and Employees’ Organizational Commitment: Mediation of Job Satisfaction

Flexible Scheduling, Perceived Organizational Support and Employees’ Organizational Commitment: Mediation of Job Satisfaction