Significant Effect Of Job Satisfaction Research Articles

What can talent management do about involuntary remote working in the post-COVID-19 era? Spanish IT employees’ organizational commitment

The purpose of this study is to understand the role of professional isolation and work–family balance (WFB) as talent retention strategies, considering organizational commitment (OC) and the mediating role of job satisfaction (JS) among IT employees in the technological industry have been forced by their companies to telework. While previous research has examined the connections between professional isolation (PI), OC, WFB, and JS separately in the context of teleworking, this research proposes an integrative model examining the connections between all these work-related constructs and allowing for mediating and moderating effects. It focuses on IT employees in the technological industry forced to telework, a setting underexamined by previous literature. The final sample is composed of 294 teleworkers forced to work partly at home by their companies. Partial least squares structural equation modeling (PLS-SEM) was applied, and SmartPLS 4.0.8.7 software was used to analyze the data and test the hypotheses. Our results indicate a positive and significant direct effect of WFB on JS and OC, a negative and significant effect of PI on JS and OC, and a positive and significant effect of JS on OC. Our results also indicate that JS mediates the relationship between WFB and OC and between PI and OC and that neither time spent teleworking nor gender moderates the association between PI and OC. Overall, our results suggest that while PI negatively affects OC, JS, and WFB are the most relevant determinants of OC in the context of teleworking. In addition, a complementary IPMA analysis reinforces this view by suggesting that WFB and JS are the most important factors in determining OC performance among IT employees working from home, while PI is not important. The originality of this article is the proposal of an integrative model examining the connections between JS, WFB, PI, and OC and allowing for mediating (JS) and moderating (gender and percentage of time teleworking) effects from a talent management perspective. Moreover, this study focuses on information technology companies and the situation of forced remote working, two settings that have been underexamined. The results could help companies with forced teleworking develop effective strategies to attract, develop, and retain top talent in the information technology industry in the post-pandemic era. It is important for practitioners to consider the interactions between diverse work-related dimensions and the mediating and moderating effects between them to efficiently implement talent management strategies and reinforce OC and, in turn, economic performance.

Pengaruh Kepuasan Kerja Dan Komitmen Organisasi Terhadap Organizational Citizenship Behavior (OCB) pada Bagian Cleaning Service PT. Gokko Mirai Indonesia

This study aims to determine the effect of job satisfaction and organizational commitment on OCB at PT Gokko Mirai Indonesia, Indonesia. The method used was descriptive quantitative. The sampling method used was saturated sampling, while data were collected by distributing questionnaires to 76 respondents from the cleaning service department, which were then analyzed for partial and simultaneous effects using path analysis, coefficient of determination, and hypothesis testing with t-test and F-test. The results showed that: The effect of job satisfaction on OCB is positive and significant. Hypothesis testing results in a value of t> t-table or (3.786> 1.992) and a probability of 0.000 <0.05, meaning that H1 is accepted, indicating a positive and significant effect of job satisfaction on OCB. The effect of organizational commitment on OCB is positive and significant. Hypothesis testing produces a value of (4,903> 1,992) and a probability of 0.000 <0.05, meaning that H2 is accepted, indicating a positive and significant effect of organizational commitment on OCB. The simultaneous test results of job satisfaction and organizational commitment are positive and significant to OCB. Hypothesis testing results in (82.0502 > 3.12) and a probability of 0.000 < 0.05, then H3 is accepted, indicating a positive and significant effect of job satisfaction and organizational commitment on OCB. Based on the research results, it can be concluded that job satisfaction partially affects OCB at PT Gokko Mirai Indonesia. Organizational commitment affects OCB at PT Gokko Mirai Indonesia, and simultaneously, job satisfaction and organizational commitment affect OCB at PT Gokko Mirai Indonesia.

DAMPAK GAYA KEPEMIMPINAN BERORIENTASI PRESTASI DAN IKLIM ORGANISASI TERHADAP KOMITMEN AFEKTIF DAAITV MELALUI KEPUASAN KERJA

This study aims to ascertain the impact of independent factors like achievement-oriented leadership style and organizational climate. Affective commitment is a dependent variable, whereas job satisfaction is an intervening variable. The primary source of data for this quantitative study was an instantaneous Likert scale questionnaire delivered to each research participant. Employees of PT. X Jakarta and Medan make up the research population. A sample of 136 participants was selected using non-probability sampling techniques in conjunction with the purposive sampling approach. This study makes use of multivariate data analysis methods with the statistical model SEM-PLS. The results of the analysis show that there is a positive and significant effect of achievement-oriented leadership style on job satisfaction, affective commitment and affective commitment through job satisfaction. There is also a positive and significant effect of organizational climate on job satisfaction, affective commitment and affective commitment through job satisfaction. And there is a positive and significant effect of job satisfaction on affective commitment. These results provide managerial implications regarding how to increase employee affective commitment by paying attention to the achievement-oriented leadership style of the leaders and the organizational climate formed and increasing employee job satisfaction.

Analysis Of Overtime Work, Time Management, And Job Satisfaction On Employees’ Work-Life Balance (Study At PT. Idricipta Aditama Grutty Shoes, Bags & Fashion Bandung)

This study aimed to determine the effect of Overtime Work, Time Management, and Job Satisfaction on Work-Life Balance at PT Idricipta Aditama Grutty Shoes, Bags & Fashion Bandung. This research method uses descriptive and verification analysis with a quantitative approach. The source of this research uses primary data. This research data collection uses a questionnaire. The sample of this study was 144 employees at PT Idricipta Aditama Grutty Shoes, Bags & Fashion Bandung using a simple random sampling technique. Data analysis was performed with multiple regression analysis. This study's results indicate a significant influence on the work-life balance between overtime work, time management, and job satisfaction, where these variables have an effect of 89.5%. There is a negative and significant influence between Overtime Work on Employees' work-life balance, a positive and significant impact of Time management on Employees' work-life balance, and a positive and significant effect of Job satisfaction on Employees' work-life balance.

Motivasi Kerja Terhadap Hasil TBS Pada Kebun Inti 2 PT Pinago Utama Kabupaten Musi Banyuasin Provinsi Sumatera Selatan

This study aims to determine the role of work motivation on the results of TBS PT Pinago Utama Musi Banyuasin district of South Sumatra province. Secondly to know the constraints and problems on the results of TBS employees in PT Pinago Utama Musi Banyuasin district of South Sumatra province. This research was conducted at PT Pinago Utama Kebun Inti 2 regency of Musi Banyuasin, South Sumatera Province which lasted for 1 (one) month from 1 December 2023 until January 10, 2024. The research method used is descriptive method. Research respondents were 66 people harvesting employees, 10 people harvesting mandates, 6 person division assistants calculated using Slovin formula. For a total of 82 people selected based on the technique by taking a selective person or object of research and have specific characteristics (purposive sampling). The instruments used are job satisfaction, work morale, reward, sanction, education, salary, and FFB result. Data analysis using cobb douglass regression analysis technique. The results of this study found that: first there was no significant effect of job satisfaction on FFB results. Second there is a significant influence of morale on the FFB result. The three significant effects of rewarding FFB outcomes. The four significant effects of sanctions on FFB outcomes. the five significant educational influences on TBS outcomes. The six significant effects of salary on FFB outcomes. Thus, job satisfaction is insignificant due to heavy workloads using BJR's system (average weighted weight) with fixed tonnage basis, but morale, reward, sanction, education, significant salary as firms pay attention to awarding in the form of rice and cooking oil and the appropriate salary UMR Musi Banyusian area.

Path Analysis of the Work Environment and Motivation on Loyalty with Job Satisfaction as Intervening Variables

Today's business competition requires organizations to be able to have employees who can be competitive in all fields, motivation and a comfortable work environment can be factors that can lead to loyalty to job satisfaction in order to achieve organizational goals. The method of this study is purposive sample and data collection by distributing questionnaires to several government agencies and private institutions. We analyzed with quantitatively using the test of validity, reliability and the path analysis method. The research show all of the item of question is valid and show that there is a direct significant effect of work environment and motivation on job satisfaction; directly there is no significant effect of the Work Environment on Loyalty; there is a direct significant effect of motivation on loyalty; there is a direct significant effect of job satisfaction on loyalty; indirectly the work environment through job satisfaction has a significant influence on loyalty and indirectly motivation through job satisfaction has a significant influence on work loyalty.

The Effect of Appointment of Government Employees with Work Agreements on Teachers' Commitment

Organizational commitment is a form of employee loyalty in working in an organization. Recently, the phenomenon of turnover among private teachers has occurred frequently, especially after the government made a policy of hiring civil servants with work agreements. This study aims to examine the effect of job satisfaction and work motivation on organizational commitment in private schools in Bantul district. Through a quantitative approach, data collection was carried out by distributing questionnaires to teachers, then analyzed using multiple linear regression. The results show that; 1). there is a significant effect of job satisfaction on organizational commitment of 57.2%; 2). there is an effect of work motivation on organizational commitment of 26.2%; and 3). there is a simultaneous effect of job satisfaction and work motivation on organizational commitment of 71.9%. The suggestion from this study is that school principals need to maintain the commitment of teachers, especially those working in private educational institutions by increasing the job satisfaction factor.

Analisis pengaruh budaya organisasi dan kepuasan kerja terhadap turnover intention karyawan (Studi Pada Green Terrace Tegallalang, Gianyar - Bali)

Turnover intention is an employee's desire to leave an organization that has not been realized in a definite action to leave the organization where the employee is. The purpose of this study was to determine the effect of organizational culture and job satisfaction on turnover intention at Green Terrace Tegallalang. The number of respondents is 38 employees (saturated sampling). Data collection was carried out through observation, questionnaires, interviews, literature and documentation. The data analysis technique used is validity and reliability test, classical assumption test, multiple linear regression analysis, determination, t test (partial regression), and F test (simultaneous regression). The results found a negative and significant effect of organizational culture (X1) on employee turnover intention (Y). there is a negative and significant effect of job satisfaction (X2) on employee turnover intention (Y). there is a negative and significant effect of organizational culture (X1) and job satisfaction (X2) on employee turnover intention (Y) at Green Terrace Tegallalang.
 
 Keywords: Organizational Culture, Job Satisfaction and Turnover Intention

Motivasi Kerja Terhadap Hasil TBS Pada Kebun Inti 2 PT Pinago Utama Kabupaten Musi Banyuasin Provinsi Sumatera Selatan

This study aims to determine the role of work motivation on the results of TBS PT Pinago Utama Musi Banyuasin district of South Sumatra province. Secondly to know the constraints and problems on the results of TBS employees in PT Pinago Utama Musi Banyuasin district of South Sumatra province. This research was conducted at PT Pinago Utama Kebun Inti 2 regency of Musi Banyuasin, South Sumatera Province which lasted for 1 (one) month from 1 December 2023 until January 10, 2024. The research method used is descriptive method. Research respondents were 66 people harvesting employees, 10 people harvesting mandates, 6 person division assistants calculated using Slovin formula. For a total of 82 people selected based on the technique by taking a selective person or object of research and have specific characteristics (purposive sampling). The instruments used are job satisfaction, work morale, reward, sanction, education, salary, and FFB result. Data analysis using cobb douglass regression analysis technique. The results of this study found that: first there was no significant effect of job satisfaction on FFB results. Second there is a significant influence of morale on the FFB result. The three significant effects of rewarding FFB outcomes. The four significant effects of sanctions on FFB outcomes. the five significant educational influences on TBS outcomes. The six significant effects of salary on FFB outcomes. Thus, job satisfaction is insignificant due to heavy workloads using BJR's system (average weighted weight) with fixed tonnage basis, but morale, reward, sanction, education, significant salary as firms pay attention to awarding in the form of rice and cooking oil and the appropriate salary UMR Musi Banyusian area.

Pengaruh Disiplin Kerja, Kepuasan Kerja Dan Lingkungan Kerja Fisik Terhadap Kinerja Karyawan Pada PT Bhirawa Mitra Sentosa Sidoarjo

This study discusses the effect of work discipline, job satisfaction and physical work environment on employee performance at PT Bhirawa Mitra Sentosa Sidoarjo. This study aims to determine and explain the results of the influence of work discipline, job satisfaction and physical work environment on employee performance at PT Bhirawa Mitra Sentosa Sidoarjo. The sample of this research is all employees who are in the office, namely as many as 53 employees. The sampling technique uses non-probability sampling, namely saturated sampling. The analysis technique used is the classical assumption, multiple linear regression. The results of this study are that there is a positive and significant effect of work discipline on employee performance with a significant value of 0.000 < 0.05. There is a positive and significant effect of job satisfaction on employee performance with a significant value of 0.000 < 0.05. There is a positive and significant influence of the physical work environment on employee performance with a significant value of 0.001 < 0.05. There is an effect of work discipline, job satisfaction and physical work environment simultaneously on employee performance with a significant value of 0.000 < 0.05.

The Influence of Organizational Culture, School Principal Leadership, and Work Environment on Organizational Commitment Through Job Satisfaction (Case Study of Junior High School, Landak District, West Kalimantan)

The aim of this research is; 1) analyze the influence of organizational culture, principal leadership, and work environment on Job Satisfaction in Junior High School, Landak District, West Kalimantan; 2) analyzing the influence of organizational culture, principal leadership, and work environment on organizational commitment in Junior High School, Landak District, West Kalimantan; 3) analyze the effect of job satisfaction on organizational commitment in Junior High School, Landak District, West Kalimantan; 4) Analyze the influence of organizational culture, principal leadership, and work environment on organizational commitment through job satisfaction in Junior High School, Landak District, West Kalimantan. This research uses a quantitative approach method. The population in this study amounted to 3 junior high schools with a total of 100 teachers. The sampling technique uses a non-probability sampling technique so that the sample used is 100 people. The analysis technique used is descriptive analysis and SmartPLS analysis. The results of this study are; 1) there is a positive and significant influence between organizational culture and the principal's leadership on job satisfaction and the work environment has no effect on job satisfaction; 2) organizationally there is a positive and significant influence of the principal's leadership and work environment on organizational commitment and organizational culture has no effect on organizational commitment; 3) there is a positive and significant effect of job satisfaction on commitment 4) there is a positive and significant influence of organizational culture and principal leadership, on organizational commitment through job satisfaction, while the work environment has no effect on organizational commitment through job satisfaction.

PENGARUH SISTEM PENILAIAN KINERJA DAN KEPUASAN KERJA TERHADAP TURNOVER INTENTION

Analysis of the intention to change jobs carried out by employees in an organization based on performance appraisal systems and job satisfaction is the goal of this study. There are several factors that play a significant role in influencing employee retention and organizational stability. That factor is the performance appraisal system and job satisfaction. Understanding the relationship between these factors can assist organizations in designing effective human resource management strategies. Researchers chose a survey method with a quantitative approach. The technique of obtaining the sample in this study was carried out randomly based on various departments in the related organization. The data collection uses a specially designed questionnaire so that the involvement of the performance appraisal system variables, job satisfaction and turnover intention can be measured. Statistical software can help to analyze the data which uses multiple regression analysis. This study found that the performance appraisal system has a significant and negative effect on turnover intention. This shows that the better the performance appraisal system implemented in the organization, the lower the employee's intention to change jobs. In addition, the negative and significant effect of job satisfaction is real on turnover intention. Jobs that can provide a sense of satisfaction for employees, the intention to change jobs is also lower. Through this research, for organizations the factors that influence turnover intention can be better understood. These findings can be used by organizations to improve performance appraisal systems and improve the factors that affect job satisfaction so as to reduce employee turnover rates

The Effect of Emotional Intelligence and Mental Health Towards Employee Performance Mediated by Job Satisfaction

This study aims to determine the effect of emotional intelligence and mental health on employee performance mediated by job satisfaction at Bank Rakyat Indonesia X Regency employees. This study used a quantitative research method by distributing questionnaires to 100 employees of Bank Rakyat Indonesia in X Regency. The sampling technique used in this study is saturated or census sampling. The final sample in the study amounted to 75 respondents. The analytical tool used in this study uses SmartPLS version 3.0 analysis with the structural equation modelling or SEM analysis method. The results of this study explain that; (1) there is no positive and significant effect of emotional intelligence on job satisfaction, (2) there is a positive and significant effect of mental health on job satisfaction, (3) there is a positive and significant effect of job satisfaction on employee performance, (4) there is no effect of satisfaction work mediates emotional intelligence on employee performance, and (5) there is an effect of job satisfaction mediating mental health on employee performance.

Model Kinerja Karyawan dengan Kepuasaan Kerja sebagai Intervening: Manajemen Talenta dan Pengetahuan

Every company carries out its activities oriented towards achieving these predetermined goals as well as achieving high efficiency, the rapid development of technological knowledge and the arrival of this free market era, the business world is increasingly filled with quite fierce competition and has caused various kinds of personnel, one of which is faced by companies how to improve good performance and meet the standards of one of the factors that companies should not forget. This study aims to determine how much, the effect of talent management and knowledge management on employee performance with satisfaction as an intervening variable. Data collection methods through questionnaires and satisfaction studies. The analysis method used is multiple regression analysis. The results of the research obtained based on the partial test (t test) were obtained: That partially there is a positive and significant effect of talent management on job satisfaction, partially there is a positive and significant effect of knowledge management on job satisfaction, partially there is a positive and insignificant effect of talent management on employee performance, partially there is a positive and significant effect of knowledge management on employee performance, partially there is a positive and significant effect of job satisfaction on employee performance, job satisfaction mediates talent management on employee performance and job satisfaction does not mediate knowledge management on employee performance.

TURNOVER INTENTIONS IN EDUCATION PERSONNEL: THE ROLE OF JOB SATISFACTION AND ISLAMIC WORK ETHICS

Educational personnel in tertiary institutions play an important role in organizational success. The occurrence of turnover in educational staff can hurt the running of the organization. In Islamic-based tertiary institutions, job satisfaction and Islamic work ethic can influence the desire of educational staff to turn over. This study aims to determine the effect of job satisfaction and Islamic work ethic on the turnover intentions of teaching staff at the Muhammadiyah University of Purwokerto. This research method uses quantitative research methods. The sample of this research was 97 teaching staff at the Muhammadiyah University of Purwokerto. The data collection method uses the turnover intention, job satisfaction, and Islamic work ethic scales. The results of the study show that there is a significant effect of job satisfaction on turnover intentions, while Islamic work ethic has no significant effect on turnover intentions. The results also show that job satisfaction and Islamic work ethic contribute to a turnover intention of 49.2%. Higher education leaders can use the results of this study to increase the job satisfaction of educational staff so that turnover can be avoided.

The Effect of Intrinsic Motivation and Financial Compensation on Affective Commitment: The Mediating Role of Job Satisfaction CV. Mulya Sukanta Makmur

This study examines and analyzes the effect of intrinsic motivation and financial compensation on affective commitment: the mediating role of job satisfaction. The research method used in this study is a quantitative research method by distributing questionnaires to respondents. The population studied in this study were employees of CV. Mulya Sukanta Makmur numbered 70 people. The data analysis method used in this study isStructural Equation Model (SEM) by using Partial Least Square (PLS). The results of this study are that there is a positive and significant effect of intrinsic motivation on affective commitment, there is a positive and significant effect of financial compensation on affective commitment, there is a positive but not significant effect of intrinsic motivation on job satisfaction, there is a positive and significant effect of financial compensation on job satisfaction, there is a positive and significant effect of job satisfaction on affective commitment, job satisfaction does not mediate the relationship between intrinsic motivation and affective commitment, job satisfaction does not mediate the relationship between financial compensation and affective commitment

Determinasi Kinerja Pegawai pada Perumda Pasar Argha Nayottama Kabupaten Buleleng

As a company or regionally owned business entity, it is important to improve the quality of human resources in order to alleviate employee performance problems. Aspects of employee performance that can be referred to include job satisfaction, work motivation and leadership style. This study aims to prove and analyze the determination of employee performance, job satisfaction, work motivation and leadership style. The research is non-experimental or expost facto research with quantitative research methods. This research was conducted at Perumda Argha Nayottama, Buleleng Regency with a sample of 126 employees. The results of the study are 1) There is a jointly significant effect of job satisfaction, work motivation, leadership style on employee performance at Perumda Argha Nayottama, Buleleng Regency. 2) There is a significant effect of job satisfaction on employee performance at Perumda Argha Nayottama, Buleleng Regency. 3) There is a significant effect of work motivation on employee performance at Perumda Argha Nayottama, Buleleng Regency. 4) There is a significant influence of leadership style on employee performance at Perumda Argha Nayottama, Buleleng Regency. Keywords : employee performance, job satisfaction, work motivation, leadership style

PENGARUH BUDAYA ORGANISASI DAN KEPUASAN KERJA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA KARYAWAN PT. SUMBER ALFARIA TRIJAYA TBK

This study discusses the influence of organizational culture and job satisfaction on organizational citizenship behavior at PT Sumber Alfaria Trijaya Tbk. The purpose of this research is to find out whether there is a positive influence of organizational culture on organizational citizenship behavior, to determine the positive effect of job satisfaction on organizational citizenship behavior, and to find out the positive effect of job satisfaction on organizational citizenship behavior. This research is quantitative with a questionnaire as a data collection tool. Questionnaires were distributed to 90 employees at PT Sumber Alfaria Trijaya, Tbk. A total of 90 questionnaires were returned, and were analyzed using SPSS 25 software. The results of this study prove that there is a significant effect of job satisfaction on organizational citizenship behavior partially, there is a significant effect of job satisfaction on organizational citizenship behavior partially and simultaneously.

PENGARUH COMPESANTION DAN JOB SATISFACTION TERHADAP EMPLOYEE PERFORMANCE DIMEDIASI EMPLOYEE ENGAGEMENT PADA BANK SWASTA DI JAKARTA

This study aims to determine the effect of compensation and job satisfaction on employee performance mediated by employee engagement in the banking industry. The problems in this study are as follows: (1) Does compensation have an effect on employee performance? (2) Does job satisfaction have an influence on employee performance? (3) Does compensation have an influence on employee performance mediated by Employee Engagement? (4) Does job satisfaction have an influence on employee performance mediated by employee engagement? The sampling method used was purposive sampling method (bank employees) with a total sample of 165 respondents and 19 questions asked. The results of this study indicate that there is no effect of compensation on employee performance. In addition, there is a significant effect of job satisfaction on employee performance. The results of this study also show that there is an influence of compensation on employee performance which is mediated by Employee Engagement and there is also an effect of job satisfaction on employee performance which is mediated by employee engagement.

Effect of Career Maturity, Organizational Culture, and Job Satisfaction Against the Performance of Lecturers of State Islamic University Sultan Aji Muhammad Idris (UINSI) Samarinda

The purpose of this study was to know (1) whether career maturity has a significant and positive effect on the performance of UINSI Samarinda lecturers, (2) whether organizational culture has a significant and positive effect on the performance of UINSI Samarinda lecturers, (3) whether job satisfaction has a significant and positive effect on the performance of UINSI Samarinda lecturers, (4) whether career maturity, organizational culture, and job satisfaction together have a significant and positive effect on the performance of UINSI Samarinda lecturers. The research population was 211, while the number of samples taken in this study was 122 using the Taro Yamane formula using non-proportionate cluster random sampling. The instrument used is a questionnaire, then analyzed utilizing multiple linear regression. Based on the results of statistical tests and discussions, the researchers concluded that (1) Career maturity has a significant and positive effect on the performance of UINSI Samarinda lecturers. There is an influence of career maturity on the performance of lecturers at the medium category level with the percentage contribution of the X1 variable to Y being 23.23%. (2) Organizational culture has a significant and positive effect on the performance of UINSI Samarinda lecturers. There is a positive and significant influence of organizational culture on the performance of lecturers at the low category level with the percentage contribution of the X2 variable to Y being 11.09%. (3) Job satisfaction has a significant and positive effect on the performance of UINSI Samarinda lecturers. There is a positive and significant effect of job satisfaction on the performance of lecturers in the low-level category with the percentage contribution of the X3 variable to Y being 8.58%. (4) Career maturity, organizational culture, and job satisfaction together have a significant and positive effect on the performance of UINSI Samarinda lecturers. There is a positive and significant effect of career maturity variables (X1), organizational culture (X2), and job satisfaction (X3) together on lecturer performance (Y) at the medium level category with the percentage contribution of variables X1, X2, and X3 to Y is 29.45%.