Job Satisfaction Variables Research Articles

Pengaruh Motivasi, Mutasi dan Kualitas Pelayanan Publik Terhadap Kinerja Pegawai Melalui Kepuasan Kerja Sebagai Variabel Intervening Pada Dinas Kependudukan dan Pencatatan Sipil Kabupaten Kupang

The aim of this research is to determine the influence of motivation, transfer and quality of public services on employee performance through job satisfaction as an intervening variable at the Kupang Regency Population and Civil Registration Service. Data collection methods include observation, recording and questionnaires, using the SmartPLS application. The sample for this research used the census method, totaling 69 employees of the Kupang Regency Population and Civil Registration Service. The results of this research reveal that statistically the performance variable of Kupang Regency Dukcapil service employees is influenced by job satisfaction. The job satisfaction variable is not influenced by service quality, but is influenced by employee motivation and transfer variables. Employee performance variables are not influenced by mutations, but are influenced by service quality variables and motivation variables. The job satisfaction variable cannot act as a mediating variable between the service quality variable and employee performance. Furthermore, the job satisfaction variable can mediate the influence of motivation and mutation variables on employee performance in the Kupang Regency Dukcapil service.

Pengaruh Trust dan Performance Appraisal Justice terhadap Employee Commitment yang Dimediasi oleh Job Satisfaction pada Tenaga Kesehatan di Jakarta Barat

The aim of this research is to determine the influence of trust and performance appraisal justice variables on employee commitment which is mediated by job satisfaction among health workers in West Jakarta. The data collection method used in this research was a survey using a questionnaire distributed via a Google form link as a data collection tool, and the sample used was 140 people. Data processing methods include test instruments such as validity and reliability tests using SPSS. The results of this research conclude that the job satisfaction variable is able to mediate the influence of the trust variable and the performance appraisal justice variable on employee commitment among health workers in West Jakarta.

Pengaruh Disiplin Pegawai, Kepemimpinan dan Lingkungan Kerja terhadap Kinerja Pegawai dengan Kepuasan Kerja sebagai Variabel Mediasi pada Kantor Kecamatan Maulafa Kota Kupang

The aim of this research is to determine the influence of leadership, work environment and job satisfaction variables on employee performance at the Maulafa District Office, and the ability of job satisfaction variables to mediate the influence of work discipline, leadership and work environment on the performance of Maulafa District Office employees. The quantitative approach used in this research, while the sample consisted of 37 employees of the Maulafa District Office. Questionnaires were used to collect data, which was then analyzed using the SmartPLS program and descriptive and inferential statistics. The research results show that work discipline, leadership, and work environment have a significant influence on employee job satisfaction. This also shows a significant influence on employee performance, with job satisfaction mediating the influence of leadership and work environment on employee performance compared to job satisfaction mediating the influence of work discipline on employee performance.

Pengaruh Gaya Kepemimpinan, Kepuasan Kerja dan Komitmen Organisasi terhadap Kinerja Karyawan pada Dealer Honda MPM Motor Kupang

This research aims to determine the influence of leadership style, job satisfaction, and organizational commitment simultaneously and partially on employee performance at the MPM Motor Kupang Honda Dealer. The techniques used in collecting data were questionnaires and interviews. The questionnaire used in this research was 36 questions consisting of 10 questions regarding employee performance, 10 questions about leadership style, 8 questions about job satisfaction and 8 questions about organizational commitment. Interviews are used as supporting data in this research, especially regarding employee conditions and comfort. The results of the research reveal that simultaneously and partially there is a significant and positive influence between the variables of leadership style, job satisfaction and organizational commitment on employee performance at the MPM Motor Kupang Honda Dealer.

Pengaruh Kualitas Kehidupan Kerja, Pemberdayaan dan Pelayanan Publik Terhadap Kinerja Pegawai Kantor Kecamatan Songgom Dengan Kepuasan Kerja Sebagai Variabel Intervening

The main objective of this study is to determine how the quality of work life, empowerment, and public service affect the performance of employees at the Songgom District Office, with job satisfaction as an intervening variable. This research uses a quantitative approach with the SmartPLS 3.2.9 analysis tool. The population used in this study consists of all employees working at the Songgom District Office, totaling 138 respondents. The sample in this study was selected using the Stratified Random Sampling method and calculated using the Slovin formula, resulting in a sample size of 103 respondents. Data collection was conducted by distributing questionnaires. The results of the path coefficients for direct and indirect effects show that the quality of work life variable has a significant positive effect on job satisfaction, with a t-value t-table (11.660 1.96) and a sig value of 0.000. Empowerment does not affect job satisfaction, with a t-value t-table (0.506 1.96) and a sig value of 0.613. Public service has a significant positive effect on job satisfaction, with a t-value t-table (5.536 1.96) and a sig value of 0.000. Job satisfaction does not affect employee performance, with a t-value t-table (0.313 1.96) and a sig value of 0.755. The quality of work life has a significant positive effect on employee performance, with a t-value t-table (3.655 1.96) and a sig value of 0.000. Empowerment has a significant positive effect on employee performance, with a t-value t-table (5.570 1.96) and a sig value of 0.000. Public service does not affect employee performance, with a t-value t-table (0.060 1.96) and a sig value of 0.952. The job satisfaction variable is not able to mediate the quality of work life, with a t-value t-table (0.059 1.96) and a sig value of 0.953. Job satisfaction is not able to mediate empowerment, with a t-value t-table (0.027 1.96) and a sig value of 0.979. Job satisfaction is not able to mediate public service, with a t-value t-table (0.039 1.96) and a sig value of 0.957.

The Impact of Compensation and Work Motivation on Job Satisfaction of PT Toraya Cipta Gemilang Production Employees in Mojokerto Regency

The research aims to determine the influence of compensation and work motivation on job satisfaction of production employees of PT. Toraya Cipta Gemilang, Mojokerto Regency. The method used in this research is a quantitative method. Sampling used non-probability sampling techniques using saturated sampling. A saturated sample was used in this study because the entire population was used. The population in this study was 86 people, so the sample used in this study was 86 people. The data analysis technique used in this research uses Partial least squares (PLS). The results of the research show that the independent variable (X1) compensation contributes to the dependent variable job satisfaction (Y) and the independent variable work motivation (X2) contributes to the dependent variable job satisfaction (Y) of production employees of PT. Toraya Cipta Gemilang in Mojokerto Regency. Providing competitive compensation has a direct impact on individual happiness in the organization, greater compensation means happier employees and the provision of motivation carried out by various parties has an impact on employee job satisfaction in the company, thus having a positive impact on the company as well.

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.

Increasing Lecturers' Organizational Commitment through Strengthening Organizational Support, Adversity Intelligence, Interpersonal Communication and Job Satisfaction: Empirical Study using Path Analysis Techniques and Sitorem Analysis on Permanent Lecturers of Universitas Muhammadiyah Tangerang

Increasing Organizational Commitment of Lecturers Through Strengthening, Organization Support, Adversity Intelligence, Interpersonal Communication and Job Satisfaction” (Empirical Study Using Path Analysis Techniques and SITOREM Analysis on Lecturers of Universitas Muhammadiyah Tangerang), This study aims to produce strategies and ways to increase Organizational Commitment of Lecturers through strengthening the variables of Adversity Intelligence and Adversity Intelligence as independent variables and the variables of Interpersonal Communication and Job Satisfaction as intervening variables. The sample was selected based on the Slovin formula from a population of 462 resulting in a total of 215 samples taken by proportional random sampling in 32 Study Programs at Universitas Muhammadiyah Tangerang. This study used a survey method with a path analysis approach and continued with SITOREM analysis.

Decoding job satisfaction in the Nepalese public sector: patterns and predictors

ABSTRACT In this study, we investigate job satisfaction within the Nepalese civil service, utilizing data from a survey of 858 Nepalese civil servants. Our findings reveal a moderate level of job satisfaction, with several factors influencing its variability. Particularly, relationships with colleagues, the physical environment, and remuneration emerge as significant determinants, where higher values correspond to increased job satisfaction. These findings are consistent with the theoretical expectations of social exchange theory. Beyond these conventional variables, innovation, higher authoritarian cultural orientation (ACO), and the nature of civil service groups (Administrative service vs. Others) significantly shape job satisfaction levels. Furthermore, factors such as transfer scopes, promotion policy, and human resource development programs are identified as areas of low satisfaction among civil servants. While these factors do not demonstrate statistically significant associations with the degree of variation in job satisfaction, their dissatisfaction likely contributes to an overall decrease in job satisfaction.

The Impact of Work Motivation and Work Environment towards Employee Performance with Job Satisfaction as Intervening Variable (Case in Kaliwatu Basecamp Center, Batu City)

This research aims to describes and analyze the effects of work motivation and work environment on employee performance through job satisfaction. This research was conducted at the Kaliwatu Basecamp Center Batu and the sample used in this research were all 65 employees. The data collection technique uses a questionnaire and the data analysis technique used is path analysis. The results of this research indicate that there is an effect of work motivation and work environment on employee performance through job satisfaction as an intervening variable at Kaliwatu Basecamp Center Batu, both direct and indirect influence. This research can prove that the job satisfaction variable can be a mediating variable for work motivation and work environment on employee performance.

The Effect of Workplace Facilities, Workload Management, and Job Flexibility on Employee Job Satisfaction in Insurance Companies in Indonesia

This study investigates the effect of workplace facilities, workload management, and job flexibility on employee job satisfaction in insurance companies in Indonesia. A quantitative research approach was employed, involving 75 respondents from various insurance firms. Data were collected using a structured questionnaire based on a 5-point Likert scale and analyzed using SPSS version 26. Pearson correlation and multiple regression analysis were used to assess the relationships between the variables. The results show that all three independent variables—workplace facilities, workload management, and job flexibility—have a significant positive effect on employee job satisfaction. Among them, workplace facilities had the strongest influence, followed by job flexibility and workload management. The model explained 60.3% of the variance in job satisfaction, highlighting the critical role these factors play in enhancing employee morale and retention. The findings provide practical insights for insurance companies to improve job satisfaction by focusing on creating supportive work environments, managing workloads effectively, and offering flexible work arrangements.

The Relationship between Self-Concept and Job Satisfaction on the Performance of Private High School Teachers

This study aims to find out and analyze: (1) The relationship between self-concept and teacher’s performance, (2) the relationship between job satisfaction and teacher’s performance, (3) the relationship between self-concept and job satisfaction together on teacher’s performance. This study is quantitative research with partial correlation and multiple correlation methods. This research was conducted at a private high school in Seberang Ulu 1 District, Palembang with 89 teacher respondents. Data collection techniques are in the form of questionnaires and documentation. The validity test uses the validity of the construct while the reliability test uses Cronbranch Alpha. The prerequisite test for analysis uses the normality test, linearity test, multicollinearity test and the data are analyzed using partial correlation analysis and multiple correlation followed by the t-test. The results of this study showed that there was a significant relationship between self-concept and job satisfaction on the performance of private high school teachers in Seberang Ulu 1 District, Palembang with a correlation value of 0.533, the simultaneous contribution or contribution of self-concept and job satisfaction variables to teacher’s performance was 28.4% while 71.6% was determined by other variables.

THE INFLUENCE OF COMPETENCE AND INTERNAL COMMUNICATION ON LECTURER PERFORMANCE AT PRIVATE UNIVERSITIES IN MEDAN CITY

The tight competition among private universities in Medan City, especially at the postgraduate level, leads to an increase in quality based on the quality of lecturers. Lecturer performance is critical to improve the quality of graduates. Several variables affect teacher performance. This study focuses on lecturers who teach master's and doctoral programs at private universities in Medan City. The number of respondents in the survey was 255 lecturers. The structured equation model was used to process the data of this study. The results of this study indicate that the variables of competence and job satisfaction significantly affect lecturer satisfaction; the variable of job satisfaction mediates the effect of competence on lecturer performance. Job satisfaction is the most dominant factor affecting teacher performance, while internal communication does not significantly affect teacher performance.

El trinomio compromiso, satisfacción y justicia organizacional en el binomio felicidad e intención de rotar

the aim of this study was to empirically analyze the relationships between the dimensions of organizational justice, job satisfaction, andorganizational commitment with work happiness and turnover intention among academic workers in Mexico. To this end, a sample of 393 higher education faculty members in Mexico was surveyed. The statistical technique of structural equation modeling (CB-SEM) was used to analyze the data. The study’s results show that, on the one hand, the variables of job satisfaction, organizational commitment, and organizational justice areinterrelated among these workers, and on the other hand, that these variables positively explain work happiness and negatively explain turnover intention. This information is relevant for university leaders to undertake a strategic direction oriented towards Happiness Management. This way, their human capital can perform their professional activities in an environment of positive emotions, creativity, joy, and subjective well-being.

Pengaruh Job Characteristics Terhadap Job satisfaction Melalui Employee Engagement Pada Karyawan PT. Sucofindo Cabang Utama Surabaya

The study discusses the variables of job characteristics, job satisfaction and employee engagement. In this case, job characteristics and employee engagement must be able to run well so that satisfaction in Surabaya main branch sucofindo employees can be consistent and increase. This study aims to test and analyze the effect of Job characteristics on Job satisfaction through Employee engagement in Surabaya main branch sucofindo employees. This research is a causality with a quantitative approach involving all employees of Sucofindo Main Branch Surabaya. The sampling technique uses non-probability sampling with a saturated sample type in which all members of the population are sampled with a total of 99 respondents of the main branch of Surabaya sucofindo employees. The statistical analysis used in this research is Structural Equation Modeling SEM with the help of Smart Partial Least Square (PLS) software version 4.1.0.1. by using a sample of 99 respondents. The analysis results obtained in this study indicate that Job Characteristic has a positive and significant effect on Job satisfaction. Job characteristics have a positive and significant effect on employee engagement. Employee engagement has a positive and significant effect on job satisfaction. Employee engagement can mediate the relationship between job characteristics and job satisfaction.

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.

ANALISIS EMPLOYEE ENGAGEMENT DAN JOB SATISFACTION TERHADAP TURNOVER INTENTION KARYAWAN PADA UMANA BALI, LXR HOTELS & RESORTS

This study aims to determine between the variables of Employee engagement and Job Satisfaction, partially or simultaneously on Turnover Intention. In this study, the population is all employees of Umana Bali, LXR Hotels & Resorts, totaling 245 employees. Data collection from samples was carried out using a cross-sectional design method by distributing online questionnaires in the form of google forms. Sampling technique using Proportionate Stratified Random Sampling technique. So that the sample used in this study amounted to 72 respondents. This type of research uses explanatory research with a quantitative approach. This research analysis is processed using SPSS software to analyze data and determine the relationship between variables. The data collection techniques used are questionnaires, literature study and observation. The data that has been collected will be analyzed in the form of quantitative numbers. The analysis technic used are Instrument Test, Descriptive Statistics, Classical Assumption Test and Hypothesis. The results that will be obtained later, the company will know whether there is a partial or simultaneous relationship to the variables studied. Conclusion Employee engagement and Job Satisfaction have a positive and significant influence on Turnover Intention.

Pengaruh Lingkungan Kerja dan Komunikasi Interpersonal Terhadap Kepuasan Kerja Pegawai di Kantor Dinas Pendidikan dan Kebudayaan Provinsi Kalimantan Timur

This study aims to analyze the effect of work environment and interpersonal communication on employee job satisfaction at the Office of Education and Culture (DISDIKBUD) of East Kalimantan Province. The problems raised include whether the work environment and interpersonal communication have a significant effect on employee job satisfaction, both individually and simultaneously. The research method used is a quantitative approach with data collection through a survey involving 71 respondents of DISDIKBUD employees. The data analysis technique uses multiple linear regression statistical tests to determine the effect of the independent variable on the dependent variable. The results showed that work environment and interpersonal communication have a significant influence on employee job satisfaction. Statistical tests indicate that both variables, both individually and simultaneously have a significant impact on job satisfaction. The coefficient of determination and the correlation coefficient indicate that variations in job satisfaction can be explained by both variables and show a strong relationship between the independent and dependent variables.

Pengaruh Kompensasi dan Kepuasan Kerja Terhadap Turnover Intention PT. Renesola Distribusi Indonesia

The aim of this research is to determine the problem of increasing turnover intention at PT. Renesola Distribution Indonesia. This research tries to analyze and determine how compensation and job satisfaction can be related to the increase of turnover intention of PT Renesola Distribution Indonesia employees. The data used in this research was obtained with purposive sampling method directed from PT. Renesola Distribution Indonesia production division worker class with a total of 50 employees, which the sample selection criteria is the same amount of compensation. The data method used is multiple linear regression using IBM SPSS 27. Data collection was carried out by distributing questionnaires to the company employees. The results of this research show that the variables compensation and job satisfaction simultaneously have a negative effect on the employes turnover intention of PT Renesola Distribution Indonesia. The Compensation variable partially has a significant negative influence on employes turnover intention of PT Renesola Distribution Indonesia The partial job satisfaction variable has a significant negative influence on employes turnover intention of PT Renesola Distribution Indonesia.

The Impact of Motivation and Job Satisfaction on Employee Performance at Maya Sanur Resort & Spa

Abstract Introduction: Human resources are a crucial asset for the success of a business, particularly for hotels. The performance of employees significantly influences a company's success; as good employee performance can facilitate the achievement of organizational goals. This study aims to investigate the effect of motivation and job satisfaction on employee performance at Maya Sanur Resort & Spa. Methodology: Using the purposive sampling method, 104 respondents from Maya Sanur Resort & Spa in Bali were selected to participate. A 5-point Likert scale questionnaire containing 32 indicators, was distributed from March to June 2024. The data was analysed using multiple linear regression, t-test, f-test, and coefficient of determination with the SPSS 23 Windows version. Findings: Motivation variable (X1) has a partially positive and significant effect on employee performance, with a t-count greater than the t-table value (3.607 > 1.659) and a significant value of 0.000. Similarly, the job satisfaction variable (X2) has a partially positive and significant effect on employee performance, with a t-count greater than the t-table value (3.324 > 1.659) and a significant value of 0.001. Additionally, the motivation and job satisfaction variables simultaneously have a significant effect on employee performance, with an F-count greater than the F-table value (204.670 > 3.933) and a significant value of 0.000 < 0.05. Conclusion: Motivation and job satisfaction partially or simultaneously have a significant effect on employee performance. This suggests that both motivation and job satisfaction are crucial factors in enhancing employee productivity and overall organizational success. Keywords: Motivation, Job Satisfaction, Employee Performance