Mediation Of Job Satisfaction Research Articles

Effect of Work Discipline on Employee Performance Mediated Job Satisfaction at RSIA Melinda

This study aims to determine how the effect of work discipline on the performance of RSIA Melinda employees mediated by job satisfaction. The research method used in this research is descriptive and verification method. The population in this study were employees of RSIA Melinda. The sampling method in this study uses "total sampling", which uses all members of the population, namely 63 employees. While inferential statistics are used in this study with the method of path analysis. The results showed that discipline had a positive and significant effect on job satisfaction; Work discipline has no significant effect on employee performance; Job satisfaction has a positive and significant effect on employee performance; Job satisfaction is able to mediate the relationship between discipline and performance.

A Multi-Source Diary Study on The Job Resourcefulness, Job Satisfaction, and Task Performance: Will Perceive Organizational Support Moderate

Purpose: This multilevel diary study examined the association between day-level job resourcefulness and day-level task performance of employees of tour and travel. Based on the job demands and resources (JD-R) model, we tested the mediating effect of day-level job satisfaction between job resourcefulness and task performance with the moderating effect of perceived organizational support. Methodology: We collected data for five consecutive days with the help of structured questionnaires. Employees (n = 180) rated their general perceived organizational support, daily job resourcefulness, and daily job satisfaction, whereas their immediate supervisors (n = 18) rated their daily task performance. It was a two-level study with days nested in individuals (no. of observations=900). Findings: Multilevel structural equation modeling (MSEM) results show a positive association between job resourcefulness and supervisor-rated task performance with the partial mediation of job satisfaction at the day level, while the cross-level interaction effect of the perceived organizational support was non-significant. Our hypothesized framework was never tested, which is a unique contribution to job resourcefulness literature and, in this way, for tourism-related entrepreneurs. Conclusion: SMEs are highly dependent on their employees for competitiveness and performance but at the same time face resource-constrained problems. We argue that the employees' job resourcefulness might help achieve work-related goals such as task performance through enhanced job satisfaction daily, where organizational support does not provide the necessary job resources.

Role of Efficient Human Resource Management in Managing Diversified Organizations.

As the world has turned into a global village, it has created many challenges for human resource departments regarding the management of a diverse workforce in satisfying the employees and creating a diverse yet safe environment for them that does not make them uncomfortable. The current study has investigated the effect of human resource practices on the diversity climate with the mediation of job satisfaction. The data has been collected from human resource personnel of multinationals in China with the help of 316 participants. The study deployed SEM analysis to analyze and measure the effect of training and development along with performance appraisal on the diversity climate. The findings of the study revealed that training and growth or development do not have an impact on the diversity climate, however, performance appraisal has a strong positive impact. Similarly, the mediating role of job satisfaction has been found to ensure the relationship of training and development and performance appraisal with the diversity climate. This study has provided certain implications for the HR managers of multinationals to ensure a secure diversity climate for a diverse workforce.

The Effect of Communication, Decision Making, on Performance by Mediation of Job Satisfaction at the Youth, Sports Office, Culture and Tourism Office Labuhanbatu Regency

The purpose of this study was to determine the effect of communication on job satisfaction, to determine the effect of decision making on job satisfaction, to determine the effect of communication on performance, to determine the effect of decision making on performance, to determine the effect of job satisfaction on performance, to determine the effect of communication on performance. performance mediated job satisfaction, to determine the effect of decision making on job satisfaction mediated performance at the Department of Youth and Sports, Culture and Tourism of Labuhanbatu Regency. In this study using quantitative research methods. The population in this study was 70 people, and the sampling technique used was saturated sampling, so that the sample amounted to 70 people. Data collection techniques using documentation, interviews and questionnaires and using a Likert scale instrument for measuring questionnaires. This research uses data analysis method using SmartPLS 3 software which is run on computer media. PLS (partial least square) is a variant-based structural equation analysis (SEM) which can simultaneously test the measurement model as well as test the structural model. The results showed that communication had a positive effect and communication had a positive and significant effect on job satisfaction. Decision making has a positive and significant effect on job satisfaction. Communication has a positive and significant effect on performance. Decision making has no significant effect on performance. Job satisfaction has a negative and significant effect on performance. Communication has a positive and significant effect on job satisfaction mediated by job satisfaction. Decision making has a positive and significant effect on job satisfaction mediated by job satisfaction.

The impact of young employees’ perceptions of current paid jobs on the entrepreneurial intention with the mediator of job satisfaction: The case of Vietnam

The impact of young employees’ perceptions of current paid jobs on the entrepreneurial intention with the mediator of job satisfaction: The case of Vietnam

THE IMPACT OF JOB SATISFACTION MEDIATION ON WORKPLACE SPIRITUALITY RELATIONS AND PRESTIGE PERCEPTION OF THE PERFORMANCE OF THE STATE CIVIL APPARATUS (ASN) IN THE REGIONAL SECRETARIAT OF ACEH BESAR REGENCY

This research aims to measure the impact of job satisfaction mediation on workplace spirituality relationships and prestige perceptions on the performance of employees. The population used was the entire state civil apparatus (ASN) in the Regional Secretariat of Aceh Besar Regency (Setda Aceh Besar), Indonesia, which amounted to 132 employees. Structural equation modeling (SEM) was used as an analytical method to determine the influence of all the variables involved. The results show that Workplace Spirituality affects Satisfaction, Prestige Perception affects Satisfaction, Workplace Spirituality affects ASN performance, Prestige Perception does not affect ASN performance, Satisfaction affects ASN performance, Satisfaction partially mediates the Workplace Spirituality effect on ASN performance, and Satisfaction fully mediates Prestige Perception effect on ASN performance of Setda Aceh Besar. These findings prove that the ASN performance improvement model at the Aceh Besar District Secretariat is a function of increasing Workplace Spirituality, Prestige Perception, and Satisfaction, where Satisfaction acts as a partial mediator on the influence of workplace spirituality on ASN performance, and as a full mediator on the influence of Prestige Perception on ASN performance.

The Work Performance of Married Female Employees during Covid-19 Pandemic

The research aims to determine the effect of learning organizations on married female permanent employees' performance at restaurants in Jakarta and Bali by mediating job satisfaction and organizational commitment. The phenomenon that occurs is that married female employees at restaurants tend to work less optimally and are reluctant to participate in development training programs since the Covid-19 pandemic in early 2020. This quantitative research was conducted with purposive random sampling on 73 married female employee respondents. The measuring instrument is a questionnaire with five-Likert scales—data processing using CB-SEM with Smart PLS program. The results showed a significant influence of learning organizations on female staff performance through the mediation of job satisfaction and organizational commitment. The research contribution is expected to provide input to the management at restaurants in managing the performance of married female employees.

Mediasi Kepuasan Kerja: Komunikasi, Komitmen Dan Disiplin Kerja Serta Dampaknya Pada Kinerja Karyawan (Studi Kasus Pada Radio Republik Indonesia (RRI) Padang)

Objective. This research was conducted on Radio Republik Indonesia (RRI) Padang, where this study aims to deremine the mediation of job satisfaction which has an impact on employee performance by organizational communication, organizational commitment and work discipline.
 Research Method. This study uses a quantitative method through a descriptive approach. The population in this study were 91 employees using a census sampling technique where the entire population was sampled.
 Results. There is a significant positive effect of organizational communication on job satisfaction, organizational commitment has a significant positive effect on job satisfaction, work discipline has a significant positive effect on job satisfaction, organizational communication has a significant positive effect on employee performance, organizational commitment has a significant positive effect on employee performance, work discipline has a significant positive effect on employee performance, job satisfaction can’t mediate the effect of communication organizational on employee performance, job satisfaction can’t mediate the effect of commitment organizational on employee performance and job satisfaction can’t mediate the effect of work discipline on employee performance. 
 Conclusion. It turns out that job satisfaction has not been able to mediate communication, commitment, and work discipline and their impact on employee performance. In the future, job satisfaction needs to be investigated further and look for other mediations that can affect the variables studied by the authors.

The Effect of Public Service Motivation on Job Performance of Public Servants in Vietnam: The Role of Mediation of Job Satisfaction and Person-organization Fit

ABSTRACT Many empirical studies on the effect of public service motivation (PSM) on job performance have been carried out using self-report performance, but little has been made of two dimensions of performance, called task and contextual performance, for measurement job performance. The current article, therefore, examines the relationship of PSM with job performance, combining task and contextual performance, through the mediating role of job satisfaction and person – organization fit (P-O fit). The data analysis is based on a questionnaire survey of public servants under the People’s Committee of Ho Chi Minh City, Vietnam. It was found that PSM has a directly positive impact on job performance. In addition, using the mediation effect of job satisfaction and person-organization fit in the relationship of PSM with job performance provides more robust evidence of this relationship.

THE INFLUENCE OF WORK MOTIVATION AND WORK ENVIRONMENT ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR WITH JOB SATISFACTION AS AN INTERVENING VARIABLE AT THE YOUTH AND SPORTS OFFICE OF NORTH SUMATRA PROVINCE

This study aims to determine the effect of work motivation and work environment on organizational citizenship behavior in mediating job satisfaction at the Youth and Sports Office of North Sumatra Province. In this study using associative research with a sample of 52 respondents who are employees of the Department of Youth and Sports of North Sumatra Province. Data collection techniques using questionnaires and data analysis techniques using Partial Least Square (SmartPLS) to test the seven hypotheses proposed in this study. The results of this study indicate that the effect of motivation on satisfaction has a positive and not significant effect; the influence of motivation on OCB has a positive and significant effect; the influence of the environment on satisfaction has a positive and significant effect; environmental influence on OCB has a negative and insignificant effect; the effect of satisfaction on OCB has a positive and significant effect; the effect of motivation on OCB mediated by satisfaction has no significant effect, which means that job satisfaction does not play a role in mediating work motivation on OCB; The influence of the environment on OCB mediated by satisfaction has a significant effect, which means that job satisfaction plays a role in mediating the work environment on OCB.

Linking workplace spirituality and adaptive performance through a serial mediation of job satisfaction and emotional labor strategies

PurposeDespite growing interest in workplace spirituality (WPS) and its impact on employee behaviors, there is a dearth of literature discussing an underlying mechanism of how it affects adaptive performance. Against this backdrop, this study aims to develop and test a comprehensive model that examined the effects of WPS on adaptive performance through serial mediation of job satisfaction and emotional labor strategies.Design/methodology/approachUsing a multi-stage sampling technique, the data is collected from 390 faculty members of the higher education institutions in two-time lags.FindingsThe findings indicate that spirituality practices at the workplace help to increase the adaptive performance of employees through serial mediation of job satisfaction and emotional labor strategies.Research limitations/implicationsThis study offers important implications to researchers as well as practitioners and highlights the significance of WPS in increasing the adaptive performance of employees.Originality/valueThis research is among the initial attempts to assess the impact of WPS on adaptive performance through serial mediation.

STUDI KEADILAN KEORGANISASIAN SEBAGAI PREDIKTOR DARI KOMITMEN ORGANISASI DENGAN MEDIASI KEPUASAN KERJA PADA PEGAWAI DINAS PENDIDIKAN, PEMUDA, DAN OLAHRAGA KABUPATEN GUNUNGKIDUL

The purpose of this study was to examine the study of Organizational Justice as a Predictor of Organizational Commitment by Mediating Job Satisfaction. The method used is nonprobability sampling with the sampling technique using saturated sampling technique. The sample in this study were 210 respondents. The data analysis method used is Multiple Linear Regression using SPSS version 17. The results showed (1) there is a positive and significant influence of Distributive Justice on Job Satisfaction (2) there is a positive and significant effect of Procedural Justice on Job Satisfaction (3) there is a positive and significant influence on Job Satisfaction on Organizational Commitment (4) there is no positive influence and Distributive Justice is significant towards Organizational Commitment (5) there is no positive and significant influence Procedural Justice on Organizational Commitment.

The mediation effect of quality of worklife and job satisfaction in the relationship between spiritual leadership to employee performance

PurposeThis study aims to determine the effect of mediation on quality of work life (QWL) and job satisfaction in the relationship between spiritual leadership and employee performance conducted on nursing staff of private hospitals in North Sulawesi.Design/methodology/approachThis study focuses on a private hospital in North Sulawesi. The population in this study is all nurses working in three hospitals which became the object of study totaling 292 people. Analysis of structural equation modeling (SEM) is used to test the hypotheses. In this study, the data used are primary data collected by distributing questionnaires. Data were analyzed using qualitative descriptive methods and, the researcher presented data by describing sorted or organized data and documents obtained and scientifically stated.FindingsFirst, spiritual leadership does not directly affect employee performance. Second, quality of worklife as a mediating variable in the relationship between spiritual leadership to employee performance. Given the marked positive coefficient indicates that the higher the spiritual leadership will cause the higher the employee performance if mediated quality of worklife is also higher. Because the direct effect of spiritual leadership to employee performance is insignificant (with positive coefficient), indicate that quality of Worklife as pure moderator, means that spiritual leadership has a relationship to employee performance, only if the employee has the quality of worklife. Third, quality of Worklife as a mediating variable in the relationship between spiritual leadership to employee performance. Given the marked positive coefficient indicates that the higher the spiritual leadership will cause the higher the employee performance if mediated job satisfaction is also higher. Because the direct effect of spiritual leadership to employee performance is insignificant (with positive coefficient), indicate that quality of worklife as pure moderator means that the spiritual leadership has a relationship to employee performance, only if the employee has the quality of worklife.Research limitations/implicationsThe data in this study is still limited to nurses who work in hospitals based on religious foundations and is limited to one city only Manado City North Sulawesi province in Indonesia.Practical implicationsThe implications of the results of this study for the development of science are significant by contributing to the discipline of organizational behavior, human resource management and leadership. For people in particular who need health services, the results of this study provide references in choosing organizations engaged in health services whose standards of service have spiritual leadership values. And the implications of the results of this study have consistency with the findings in this study, that the performance of nurses can be influenced by spiritual leadership from the quality of work-life that includes: opportunities to grow, participate in decision-making, have a sense of pride in work, and conditions of work environment Perceived and experienced by nurses getting better and more positive. Likewise, if the nurse's job satisfaction increases because of the well-paying salary, promotion, work team, supervisor and job it will contribute to the improved performance of the nurse.Originality/valueOriginality for this paper shows mediation effect of quality of worklife and job satisfaction in relationship between spiritual leadership toward employee performance; no previous study has studied comprehensively the mediation effect of quality of worklife and job satisfaction in relationship between spiritual leadership toward employee performance. This research is a case study on nursing staff of private hospital in North Sulawesi, Indonesia.

PENGARUH KEPEMIMPINAN DAN LINGKUNGAN KERJA TERHADAP KOMITMEN ORGANISASI: PERAN MEDIASI KEPUASAN KERJA

This study aims to empirically prove the influence of leadership behavior and work environment on turnover intention with job satisfaction as a mediating variable. The research sample was conducted using purposive sampling technique and 128 non-managerial permanent employees were selected at PT. XYZ as respondent. The method for proving research hypotheses uses path analysis which can identify both direct and indirect effects and is also an indicator to test validity and reliability. The research data was processed using Partial Least Square (PLS) with SMART PLS Ver 3.0 software. The results of the study found that leadership and work environment had an effect on job satisfaction. Job satisfaction directly affects organizational commitment, while leadership and the environment indirectly through mediation of job satisfaction affect organizational commitment. Taken together, leadership, work environment, and job satisfaction determine employee organizational commitment to the company. Suggestions from the results of the study, so that employee commitment is high to the company, management needs to change leadership styles that are adaptive and transformative, as well as a comfortable and friendly work environment that can increase job satisfaction. Keywords: organizational commitment, leadership, work environment, job satisfaction, turnover intention

Polychronicity: Model and analysis of conditional process toward employee turnover intentions

The hospitality industry in Indonesia is growing rapidly but lagging behind the readiness of human resources. The hotel industry has a crucial problem of retaining employees where there is a gap between the interests of employees and the interests of the company. Turnover intention is the main predictor of turnover, so aspects that can affect turnover intention will affect turnover. This study aims to describe and analyze the relationships between variables and dimensions in the research model or paradigm developed by the researcher. It tested the conditional process model using path analysis based on OLS regression and bootstrap methods. The population in this study were employees of the hotel industry in Indonesia, with a sample of 257 employees. The findings of this study are that the work environment has no direct effect on the variables of job satisfaction, employee engagement, and turnover intention but can interact as a moderator variable so that it effectively moderates the impact of polychronic on turnover intention through full mediation of job satisfaction and employee engagement.

The influence of compensation and job stress on turnover intention through mediation of job satisfaction

This study aims to analyze the role of compensation and job stress on turnover intention through job satisfaction as a mediating variable. The population of this study was 106 employees who have worked for more than one year. It uses a saturation sampling method to collect the data. Hypothesis testing used in this research is path analysis. The expected result from this research is an analysis of the influence of compensation and job stress on turnover intention through job satisfaction as a mediating variable. The results of this study indicate that compensation has a negative and significant effect on turnover intention. Meanwhile, job stress is proven to have a positive and significant effect on turnover intention. This study also shows that job satisfaction is able to provide a significant mediating role.

The Influence of Person–Job Fit, Work–Life Balance, and Work Conditions on Organizational Commitment: Investigating the Mediation of Job Satisfaction in the Private Sector of the Emerging Market

This study aims to provide critical managerial implications for human resource (HR) practitioners at private-sector organizations from an emerging economy perspective. The study helps to optimize organizational commitment in the assessment of work–life balance, person–job fit, work condition, and the mediation of job satisfaction. It also investigates the influence of certain demographic variables on organizational commitment. The population comprises employees working in private sector organizations across Pakistan. A total of 1100 survey questionnaires were sent to potential respondents; 843 responded, giving a response rate of 77%. SmartPLS 3 software and SPSS were used to perform structural equation modeling. The study revealed that work–life balance, person–job fit, and job satisfaction have a positive influence on organizational commitment. Job satisfaction intervenes complementarily with the relationship of work–life balance and person–job fit with organizational commitment, while full mediation of job satisfaction was found for work conditions. Age, female gender, experience with current employee, and total industry experience were positively related to organizational commitment. HR managers at private-sector organizations must strive to provide work–life balance, person–job fit, and better work conditions so that employees are optimally satisfied on the job and exercise strong affective organizational commitment.

Work Motivation on Lecturer Achievement: Job Satisfaction as Mediating Variables

This study focused on seeing the effect of mediation of job satisfaction between competency and motivation towards lecturer achievement and also partially tested both variables. The object of this study was lecturers at universities in Gorontalo, with 100 respondents by spreading quisioner online. This study also uses structural equation technique with data analysis using SEM-PLS. The results showed that competency variables have a positive and significant influence both partially and mediation of job satisfaction to lecturer achievement. This research can be a reference for universities in looking at competency and motivation relationships through mediating of job satisfaction towards lecturer awards to be able to take the right policies. This research in the design is static, the model that we developed based on empirical studies and testing that is only limited to putting together a simple relationship related to competency variables and motivation as variables that can affect lecturer achievement by mediation of job satisfaction variables.

The Effects of Mediating Job Satisfaction on Organizational Citizenship Behaviors with Servant Leadership and Human Relations as Antecedent Variables

This study aims to analyze the Mediating Effects of Job Satisfaction on Organizational Citizenship Behaviors with Servan Leadership and Human Relations as Antecedent Variables in PT. Andalan Mitra Prestasi in the City of Padang. The population and sample of this study were 60 respondents with the sampling technique using the total sampling method. The method used is Structure Equation Modeling (SEM) with the help of the SmartPLS 3 program. The results showed that servant leadership and human relations factors have a significant positive effect in determining the level of job satisfaction and Organizational Citizenship Behaviors. Furthermore, it was also found that job satisfaction also determines or can motivate employees to have Organizational Citizenship Behaviors at work. This study also found that job satisfaction as a mediating or intervening variable can strengthen the influence of servant leadership and human relations in improving Organizational Citizenship Behaviors. The research results can be an input for organizations. In improving Organizational Citizenship Behaviors, management needs to strengthen and pay attention to the Servan leadership and Human relations factors accompanied by paying attention to increasing job satisfaction. So that the level of Organizational Citizenship Behaviors that is expected to be maximized can be realized.

The Effect of Emotional Intelligence on Job Satisfaction: A Case Study of SME Management Consultants in Korea

SMEs are constantly demanded of changes in the rapidly-evolving business environment, which involves the fourth industrial revolution and the COVID-19 pandemic. In this period, management consulting service becomes more in demand to provide technical and strategic solutions for management problems. This study aimed to empirically analyze the direct effects of emotional intelligence on job satisfaction and the indirect effects of such parameters as learning agility and self-efficacy on job satisfaction in management consultants. On the basis of a literature review, inter-variable association was designed in the research model. Based on an online survey of those in the Korean SME management consultants, this study collected 221 questionnaires then used structural equation modeling for statistical analysis. The results reveal that emotional intelligence significantly affected job satisfaction and, also significantly positively affected learning agility and self-efficacy. In addition, a significant indirect correlation could be found between learning agility and self-efficacy. Meanwhile, if learning agility and self-efficacy mediated job satisfaction, emotional intelligence had no significant effect on job satisfaction and fully mediated learning agility and self-efficacy. It is necessary to develop an emotional intelligence education program that can help management consultants improve their emotional intelligence with the objective of giving successful management consulting services.