Mediation Of Job Satisfaction Research Articles

Kepemimpinan Spiritual dan Reward Terhadap Kinerja Pegawai Melalui Kualitas Kehidupan Kerja Dan Kepuasan Kerja sebagai Variabel Intervenin

The purpose of this study is to analyze the influence spiritual leadership and reward toward employee performance with quality of work life and job satisfaction as mediating variable. The object of research in this study is Pasuruan Regency Transportation Office. Data analysis uses the Partial Least Square method with the software of SmartPLS. Data is collected by distibuting questionnaire to all of 86 staff as the respondents. The results show Spiritual leadership does not affect the employee performance; reward has no effect on employee performance; Spiritual leadership does not affect employee performance mediated by the quality of work life; Reward cannot influence employee performance through the quality of work life as a mediating variable; Spiritual leadership does not have an effect on employee performance which is mediated by quality of work life; the indirect effect between reward on employee performance through mediating job satisfaction is significant; The quality of work life has insignificant effect on employee performance; Job satisfaction has a positive and significant effect on employee performance. The results give significant implications on practice and literature on the influence of spiritual leadership and reward on performance. This research provides information that can be used as a guideline for the Pasuruan Communication Office to increase employee satisfaction and performance

Effects of internal service quality on nurses' job satisfaction, commitment and performance: Mediating role of employee well-being.

AimThe attitudes and behaviours of nursing staff are critical to determine patients’ satisfaction and to have a competitive advantage for any healthcare organization. This study is set to investigate the effects of internal service quality (ISQ) on nurses’ job satisfaction, employee commitment, well‐being and job performance in the healthcare sector of Pakistan. Further, this study also examines the mediating role of nurses’ well‐being for the relationship of job satisfaction and commitment with their job performance.MethodsThis was a cross‐sectional quantitative research. A self‐administered survey was used to collect data from 412 nursing employees of 20 private sector healthcare centres operating in Pakistan. Partial least square of structural equation model (PLS‐SEM) and structural equation modelling (SEM) were employed through Smart PLS 3.2.8 for data analysis.ResultsStudy results revealed that ISQ directly effects employees’ satisfaction, commitment, well‐being of the nursing employees. Moreover, employees’ well‐being has mediated job satisfaction and job performance relationship; however, well‐being did not mediate the relationship between commitment and job performance.

Paternalistik Liderliğin Hizmet İnovasyon Davranışı Üzerine Etkisinin ve İş Tatmininin Aracılık Rolünün Yapısal Eşitlik Modellemesi ile Test Edilmesi (Impact of Paternalistic Leadership on Service Innovation Behavior and the Mediating Role of Job Satisfaction with Testing of Structural Equation Modeling)

Purpose – The aim of this study is to determine the effect of paternalistic leadership, which is a current subject in leadership approaches, on service innovation behavior and to test the mediating role of job satisfaction with structural equation modeling. Design/methodology/approach – In the study, a questionnaire form consisting of four parts, namely Paternalistic Leadership Scale, Service Innovation Behavior Scale, Job Satisfaction Scale, and questions to determine demographic and individual characteristics were used as data collection tool. The research was conducted on 348 healthcare professionals working in a public hospital. The effect of paternalistic leadership on service innovation behavior and the mediating role of job satisfaction was tested by structural equation modeling. Findings – There is a statistically significant, positive and moderate (r: 632) relationship between paternalistic leadership and service innovation behavior (p <0.01). Paternalistic leadership has a direct effect of 0.25 units on service innovation behavior, an indirect effect of 0.54 units with the mediation of job satisfaction, and a total effect of 0.79 units. Discussion – As a result of the research, it has been observed that paternalistic leadership has a positive and significant effect on service innovation behavior and job satisfaction has a mediating role between paternalistic leadership and service innovation behavior. Accordingly, it can be said that the paternalistic approach of the managers to their subordinates, in other words, their paternalistic leadership will increase the job satisfaction level of the employees and increase their performance in the development and of new ideas and methods.

Impact of training on front liners performance

The context of this study focused on the role of training in improving employee performance through job satisfaction on front liners of PT. Smartfren Telecom, Tbk, Malang City. This study aimed to determine and analyze the effect of training on employee performance, both directly and indirectly, through the mediation of job satisfaction. The sample used in this study was employees who work as Front Liners, which were divided into Customer Service Representative (CSR) and Smartfren Gadget Specialist (SGS). The sample in this study included in saturated sampling was a sampling technique if all the population members were used as samples. The sample was 105 respondents. The analytical method used was descriptive analysis and Partial Least Square (PLS) using the warpPLS software application version 6.0. This study's results indicated that training has a significant effect on job satisfaction and employee performance, and mediation testing showed that job satisfaction provides a partial mediation role on the effect of training on employee performance. Further researchers need to consider a broader scope of research objects, both on the same research object and a larger scale, to enrich the results and research findings. This study also uses only a few indicators to reflect existing variables, so that further researchers can expand and integrate the research model by including several.&#x0D;

The role of job satisfaction as a mediating variable on leadership styles to employee performance

This research aims to analyze the influence of transformational and transactional leadership styles mediated by job satisfaction on performance. The study used a quantitative approach to testing between variables; the sample used in this study was 60 respondents at PT. Cendana Teknika Utama resulted from the dissemination of questionnaires and interviews. The sampling technique used is saturated sampling. Analyze data using Smart-PLS. The results showed that transformational leadership harmed job satisfaction, transactional leadership had a positive effect on job satisfaction, and job satisfaction had no positive effect on performance. The results of the variable's influence on job satisfaction mediation on transformational and transactional leadership are different. Job satisfaction does not become a mediation variable for the influence of transformational leadership on performance. Nevertheless, job satisfaction becomes a mediation variable between transactional leadership influence and performance. The limitation of this study is that the number of respondents is too few. Several respondents in several companies expected to add to improve the generalization of the study results of the next study.

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Impact of Transformational Leadership and Internal Marketing on Management Performance with the Mediation of Job Satisfaction and Customer Orientation: Focus on Clothing Store Managers

Impact of Transformational Leadership and Internal Marketing on Management Performance with the Mediation of Job Satisfaction and Customer Orientation: Focus on Clothing Store Managers

IKLIM ORGANISASI BERPENGARUH TERHADAP KOMITMEN ORGANISASIONAL DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI UBUD

Organizational climate and high job satisfaction can increase employee organizational commitment which greatly affects the achievement of company goals. The purpose of this study is to analyze the influence of organizational climate on organizational commitment with job satisfaction as a mediator for employees of The Sankara Resort And Spa Ubud. The study population are 62 people using the saturated sample method. Data collected through questionnaires and interviews and analyzed using path analysis techniques and multiple tests. The results show organizational climate a positive and significant effect on organizational commitment, organizational climate a positive and significant effect on job satisfaction, job satisfaction has a positive and significant effect on organizational commitment. Organizational climate has a positive and significant effect on organizational commitment through mediating job satisfaction, and job satisfaction partially mediates the effect of organizational climate on organizational commitment.&#x0D; Keywords: organizational climate, job satisfaction, organizational commitment

Examining the Mediation of Job Satisfaction in the Relationship between Work Stress and Turnover Intention in Textile Company

Objective – This study investigates the mediation role of job satisfaction in the relationship between work stress and turnover intention. A study about turnover intention in the textile company is still rarely done in Indonesia. This study can fill the gap regarding the topic. Methodology/Technique – A nonprobability sampling method with an accidental sampling technique was used, and we get 110 usable responses from a textile company in West Java, Indonesia. Macro Process with SPSS was used to measure the regression and the mediation. Findings – The study found that work stress has a negative effect on job satisfaction. Work stress significantly related to turnover intention in a positive direction. Job satisfaction did not have a significant relation with turnover intention. Thus, in this study, we found no mediation role in job satisfaction. Novelty – Evidently, work stress solely took part in shaping the turnover intention. Type of Paper: Empirical. Keywords: Work stress, Job satisfaction, Turnover intention, Textile Company, Mediation Reference to this paper should be made as follows: Saragih, R; Prasetio, A.P; Luturlean, B.S. 2020. Examining the Mediation of Job Satisfaction in the Relationship between Work Stress and Turnover Intention in Textile Company, J. Mgt. Mkt. Review 5(2) 113 – 121. https://doi.org/10.35609/jmmr.2020.5.2(4) JEL Classification: J28, J29, M19.

THE INFLUENCE OF ORGANIZATIONAL JUSTICE AND TRANSFORMATIONAL LEADERSHIP THROUGH JOB SATISFACTION ON ORGANIZATIONAL COMMITMENT

The purpose of this study was to determine the mediation of job satisfaction in a relationship between organizational justice and transformational leadership on organizational commitment. A total of 170 participants who are working in BIAS Yogyakarta have joined this research. Method of collecting data using a questionnaire by conducting regression with analyzing use t-test, F-test, Path analysis with Sobel test. The result of this study found that organizational justice has positive and significant impact on job satisfaction, transformational leadership have positive and significant impact on job satisfaction, organizational justice has negative impact on organizational commitment, transformational leadership have positive and significant impact on organizational commitment, job satisfaction has negative impact on organizational commitment, job satisfaction have mediating effect between organizational justice and organizational commitment, and job satisfaction have mediating effect between transformational leadership and organizational commitment.Kata Kunci: organizational justice, transformational leadership, job satisfaction, organizational commitmentÂ

How Perceived Quality of Care and Job Satisfaction Are Associated with Intention to Leave the Profession in Young Nurses and Physicians.

German hospitals are now confronted with major challenges from both shortages and fluctuations in the numbers of physicians and nurses. This makes it even more important that physicians and nurses do not prematurely leave patient care. The objective of the present study was to improve our understanding of the factors that trigger intentions to leave the profession. For this purpose, data from 1060 young physicians and nurses in hospital care were analysed. Intentions to leave the profession was assessed with the Copenhagen Psychosocial Questionnaire (COPSOQ). In the first step, the association was determined between intention to leave the profession and the factors of perceived quality of care and job satisfaction. In a second step, a mediation analysis was performed to determine the effect of perceived quality of care after correction for the possible mediator of job satisfaction. There were statistically significant negative associations between perceived quality of care and intention to leave the profession (beta: −2.9, 95% CI: −4.48–−1.39) and job satisfaction and intention to leave the profession (beta: −0.5, 95% CI: −0.64–−0.44). The effect of perceived quality of care on intention to leave the profession was partially mediated by job satisfaction. Thus, high perceived quality of care and high job satisfaction are both important factors that tend to prevent young physicians and nurses from leaving their professions.

PENGARUH KEPUASAN KERJA TERHADAP KETERIKATAN KARYAWAN DIMEDIASI OLEH KERJA TIM

Abstract: The phenomenon of millennials massive entry into the working environment in the last decade brought different characteristics with the previous generations. The negative stigma attached to the millennials reinforced the cirmcumstances that millennials’ engagement level at work was low although their job satisfaction was high. This research aimed to examine the implication of teamwork in mediating job satisfaction and employee engagement. This study involved 129 respondents and used SmartPLS 3.2.8 as an analysis tool. This study suggests that job satisfaction significantly affecting employee engagement but partially mediated by teamwork. This research provides insights for companies, how to maintain millennials at work.&#x0D; Keywords: employee engagement, job satisfaction, teamwork, millennials

여행사 시장지향성이 종사원의 직무만족과 조직몰입에 미치는 영향

The purpose of this study is to the effects of market orientation of travel agent on the job satisfaction and organization commitment of it’s employees. To perform this study, 229 usable responses were obtained for an empirical analysis. total 250 questionnaire were distributed to employees who have been working in travel agent dated from October 1th to 31th. Frequency analysis, exploratory factor analysis and reliability analysis were measured by using SPSS 18.0 accordingly. SEM was conducted to test the validity of the proposed model and the hypotheses by using AMOS 18.0. For the study structure, Market Orientation was divided with intelligent generation, intelligent dissemination and intelligent responsiveness. Job satisfaction and organization commitment were a single factor. The result has shown as follows: Hypothesis 1, among market orientation, only two factors which are intelligent dissemination and intelligent responsiveness have a positive effect on job satisfaction. Hypothesis 2, job satisfactions has a positive effect on organization commitment. Hypothesis 3, among market orientation, only two factors which are intelligent dissemination and intelligent responsiveness have effect on organization commitment by mediating job satisfaction. This study result has found that marketing orientation of travel agent is a source of competitive marketing advantage in travel agent business. This study suggests operational and theoretical implications on the market orientation in travel industry for great management performance by elevating employee’s job satisfaction and organization commitment.

Factors affecting employee performance through a mediation of job satisfaction. An empirical study of hospitality industry in Ho Chi Minh City, Vietnam

The research was conducted to explore the relationships between the factors of career development, team spirit, relationship at work, compensation and benefit, working environment, job stress and the factor of employee performance through a mediation of job satisfaction in Hospitality Industry in Ho Chi Minh City, Vietnam. Based on previous theoretical and empirical studies, the research conceptual framework and hypotheses were constructed. The primary data was collected from a questionnaire survey with 711 respondents. Multiple regression and Path analyses were conducted to test the research hypotheses, the results showed that career development, team spirit, relationship at work, compensation and benefit, working environment, and employee job satisfaction positively and directly impacted on employee performance. In addition, all factors indirectly influenced employee performance through job satisfaction. Hence, organizations operating in hospitality industry in Ho Chi Minh City should understand better employee expectations to efficiently and effectively improve and manage their human resources.

KEPUASAN KERJA MEMEDIASI HUBUNGAN KOMPENSASI TERHADAP RETENSI KARYAWAN

Human resources are the most important assets owned by the company. Company goals can be realized if they have competent and skilled human resources, therefore the company must maintaining employee retention. The study was conducted at the Badan Pendapatan Daerah Provinsi Bal with 37 employees as respondents. Data analysis technique used is path analysis and multiple test. Compensation has a positive and significant effect on employee retention. compensation has a positive and significant effect on employee job satisfaction. In addition, this study also proves that job satisfaction has a positive and significant effect on employee retention. The results prove that compensation has a positive and significant effect on employee retention by mediating job satisfaction. Based on the results of the study it is recommended that organizations pay more attention to the provision of compensation and job satisfaction felt by employees, so that contract employees prefer to stay.&#x0D; Keywords: Employee Retention, Compensation, Job Satisfaction

EMPLOYEE JOB SATISFACTION IN MEDIATING THE RELATIONSHIP BETWEEN WORK MOTIVATION AND AFFECTIVE COMMITMENT IN ROOF TILE INDUSTRY

This study investigated the mediation of job satisfaction in the relation between work motivation and affective commitment. An affective commitment was considered as an important factor that reflects how employees attached to their organization. An employee with high affective commitment will perform better and contribute more. It is crucial for every organization to identify factors that can drive its employees to develop affective commitment. Work motivation is considered as a factor that impacts the employee's emotional commitment towards the organization. Meanwhile, job satisfaction also believed to increases such commitment. The current study used 192 workers from the five largest roof tile manufacturers in Majalengka as participants. Using a bootstrapping approach, this study found that work motivation effects directly on job satisfaction and affective commitment. Meanwhile, job satisfaction also effects directly on affective commitment. This finding showed that job satisfaction has a mediation role in connecting work motivation and affective commitment, which was also the main finding of this research. A comparison with previous studies will be discussed, and managerial suggestions will be provided to improve employee's affective commitment.

Corporate social responsibility and employee behavior: Evidence from mediation and moderation analysis

AbstractCorporate social responsibility (CSR) has become a prominent subject due to its major implication for the practitioners in the corporate arena. Based on the theory of engagement, theory of social exchange, and theory of social identity, a conceptual framework was established in this study to evaluate the employee engagement (EE), and organizational commitment (OC) as a resultant of CSR initiatives. The study further examined the impact of distributive justice (DJ), procedural justice (PJ), and job satisfaction (JS) as mediating variables, and the influence of collectivism (COL) as a moderating variable between CSR initiatives and OC and EE. Data from 989 employees of the Pakistani pharmaceutical industry was collected and analyzed using the structural equation modeling and exploratory and confirmatory inferential models. Results demonstrate that CSR initiatives have a significant positive impact on OC and EE. Similarly, the mediation of JS, PJ, and DJ was established between the exogenous and the endogenous variables. Finally, the COL has a significant impact as a moderating variable between CSR initiatives, and OC and EE. The conclusions obtained in this study provide significantly practical and theoretical implications for managers of involved firms to improve employee behavior, mold employee attitude, and enhance organizational performance via CSR strategy, especially for firms located in countries along the route of belt and road initiative.

Job Satisfaction as a Mediator of the Impact of Meeting Effectiveness on Organizational Commitment

Job satisfaction, leadership, meeting effectiveness, and organizational commitment have become the subjects of numerous research papers, due mainly to their vital roles in the development of organizations. We based our research on previous studies related to leadership, meeting effectiveness, job satisfaction, and organizational commitment and an empirical study. The authors emphasize the influence of leadership on meeting effectiveness and the impact of the mediating role of job satisfaction on the relationship between meeting effectiveness and organizational commitment, increasing more employees’ commitment to their organizations. Our research aims to show whether leadership has a positive effect on meeting effectiveness, how meeting effectiveness affects organizational commitment, and to what extent job satisfaction impacts this relationship. We used data collected in our analysis and created a questionnaire that was distributed to 249 respondents working at 34 Vietnamese organizations from a variety of sectors such as tax, banking, health service, airlines, education, and business. Using non-probability sampling with the calculation of exploratory factor analysis, confirmatory factor analysis, and structural equation modeling, the authors found that leadership significantly affects meeting effectiveness, and meeting effectiveness positively influences organizational commitment with the mediation of job satisfaction.

Quality of Work Life and Nurse Performance: The Mediation of Job Satisfaction in Pandemic Era

To advance understanding of Nurse Performance during the Covid-19 pandemic, this study investigates the effect of Quality of Work Life (QWL) on Nurse Performance (NP) with Job Satisfaction (JS) as a mediating variable. Organizations related to health services such as hospitals are involved in the response to the Covid-19 pandemic and nurses are the health workers who most often deal directly with patients. This study measures the Quality of Work Life, Nurse Performance, and Job Satisfaction of 100 nurses at Airlangga University Hospital. The results of this study found a significant relationship between Quality of Work Life and Nurse Performance, Quality of Work Life and Job Satisfaction, Job Satisfaction and Nurse Performance, and Quality of Work Life and Nurse Performance with Job Satisfaction as mediation. Job Satisfaction becomes a partial mediator. The results can serve as a consideration or increase understanding for hospital or nursing management that fostering a Quality of Work Life that affects a nurse's Job Satisfaction will ultimately build a better Nurse Performance.

PENGARUH PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP KOMITMEN ORGANISASIONAL DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI

The purpose of this study was to determine how the role of job satisfaction in mediating the effect of perceived organizational support on organizational commitment. This research was conducted at PT Angkasa Pura Hotel, In-Flight Catering, Tuban. The number of samples taken were 89 employees, using the proportionate random sampling technique. Data collection was obtained from the results of interviews, observation and questionnaires. Data analysis using classical assumption test, path path analysis, sobel test. Based on the results of the analysis it was found that perceived organizational support had a positive and significant effect on job satisfaction. Perceived organizational support has a positive and significant effect on organizational commitment. Job satisfaction has a positive and significant effect on organizational commitment. Perceived organizational support has a positive and significant effect on organizational commitment through mediating job satisfaction. Efforts to increase employees' sense of organizational commitment, organizations should be able to provide support to their employees because the higher the support given to employees, the higher the job satisfaction felt by employees.&#x0D; Keywords: perceived organizational support, organizational commitment, job satisfaction.&#x0D; &#x0D;