Job Satisfaction Variables Research Articles

The Role of Personality in Lecturer Engagement and the Effectiveness of Job Satisfaction as an Intervening

This research to identify methods to enhance lecturer engagement by focusing on job satisfaction and personality factors. The research sample consists of 166 lecturers from private universities in Bekasi. Path analysis and sobel test were employed in the methodology. The finding concludes that: 1) Enhancing personality can boost the engagement of permanent lecturers at private universities. 2) There is an indirect influence of personality on lecturer engagement through job satisfaction, the job satisfaction variable is able to mediate effectively between personality variables and lecturer engagement. It is recommended to strengthen the indicators of these variables to enhance personality through job satisfaction.

Making Employee Loyalty: Impact Of Leadership And Job Satisfaction

This study aims to analyze and determine the influence of leadership and job satisfaction on employee loyalty at PT Toyamilindo Cirebon Regency. The research method used is quantitative. The population of this study is employees of PT Toyamilindo Cirebon Regency which amounts to 100 people. The sample in this study amounted to 100 people using the saturated sample method. Data collection is carried out by giving questionnaires to employees at PT. Toyamilindo, Cirebon Regency. The data analysis techniques used are descriptive analysis and multiple linear regression analysis. Partial results show that job satisfaction variables have a positive and significant effect on employee loyalty. While the leadership variable has a positive and insignificant influence. These results show that job satisfaction has a significant effect on employee loyalty to PT employees. Toyamilindo, Cirebon Regency.

PENGARUH DUKUNGAN REKAN KERJA, KEPUASAN KERJA, DAN PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN CV. MUDA JAYA UTAMA SIDOARJO

Companies can improve company performance by improving human resource performance. Understanding the factor that influence employee performance is important in a company. This research aims to prove the antecedents of employee performance on the variables of coworker support, job satisfaction, and career development. Data were collected through direct survey to employees of CV Muda Jaya Utama in Sidoarjo, East Java. The data were processed through multiple linear regression analysis. This result stated that coworkers and career development have a positive effect on employee performance, but job satisfaction has no effect on employee performance. Strengthening supportive relationships among workers and building a career ladder are implications for leaders to improve employee performance.

Passion versus positivity: How work passion and dispositional affect predict job satisfaction and its facets

AbstractWork passion—a motive that contains affective and cognitive components—is highly desirable and has positive consequences for individuals and organizations. We propose work passion as the missing piece that can explain unique variance in job satisfaction above and beyond the established predictor of dispositional affect. Taking a motivational approach based on the Dualistic Model of Passion and self‐determination theory, we tested how two types of work passion (harmonious and obsessive) and two types of dispositional affect (positive and negative) predicted overall job satisfaction and nine job satisfaction facets (satisfaction with pay, promotion, supervision, fringe benefits, contingent rewards, operating conditions, coworkers, the nature of work, and communication). In a two‐wave study of working adults, structural equation modeling and regression‐based relative weights analysis showed that harmonious passion predicted the largest proportion of variance in job satisfaction overall and in all nine of its facets. Together, our findings highlight the importance of harmonious passion and the utility of a motivational theoretical perspective on job satisfaction for HR scholars and practitioners.

Pengaruh Komunikasi, Dukungan Organisasi, dan Lingkungan Kerja Fisik Terhadap Kepuasan Kerja Karyawan di PT. Aryana Sinar Abadi

Lack of communication problems between employees and superiors causes conflict at work, besides that there is an error in communication between each section or department, seen from the results of work that are not as expected by superiors or other departments because there is no clear direction given to employees the. Through communication too, someone can convey everything related to his work. The existence of good communication between employees and company leaders is very important to be able to see the level of satisfaction. The purpose of this research is to find out and explain the influence partially and simultaneously between employees and superiors to increase job satisfaction. This type of research approach is quantitative, with a population of 30 employees using saturated sampling as a sample determination model. Data analysis techniques were carried out using descriptive analysis and inferential statistics through validity, reliability, classical assumption tests, multiple linear regression tests, t tests and F tests. The results of this research showed that 1) partially the communication variable partially has a positive and significant effect on employee job satisfaction. 2) The organizational support variable partially has a positive and significant effect on employee job satisfaction. 3) The physical work environment variable has a positive and significant effect on employee job satisfaction. 4) Simultaneously the variables of communication, organizational support, and the physical work environment jointly influence the variable of job satisfaction.

The Impact of Culturally Responsive Leadership Traits on Alabama K-12 Teachers’ Intention to Leave and Job Satisfaction

Previous research has shown that culturally responsive leadership leads to improvements in teachers’ performance and job satisfaction. The goal of the current research study is to examine if there is a linear relationship between the Alabama state high school teachers’ perception of their school principals’ Culturally Responsive Leadership Traits upon the dependent variables of job satisfaction and turnover intention. Based on a sample of 95 Alabama state high school teachers, the key findings of this research study showed that school principals’ providing professional development had a marginally statistically significant negative linear relationship with school teacher self-reported total job satisfaction along with the statistically significant relationship between the increasing level of a school teacher’s intention to leave their job due to the increasing amounts instructional resources that are being offered to them by their school principals. In contrast, fostering the Culturally Responsive Leadership Trait of Maximizing the Instruction Time for subordinate teachers by school principals in the state of Alabama can be a cornerstone to build upon for future school principals’ professional development to further improve job satisfaction among their subordinate Alabama K-12 school teachers.

Pengaruh Lingkungan Kerja dan Kepuasan Kerja terhadap Kinerja Pegawai RSU BMC Bireuen

This research aims to determine the influence of the work environment and job satisfaction on the performance of RSU BMC Bireuen employees. The sample in this study was 75 employees at RSU BMC Bireuen. The method used in this research is a quantitative descriptive method. The research results stated that the work environment and job satisfaction influenced the performance of Labuhanbatu District Health Service employees. The results of this research state that the work environment variable has a positive and significant effect on employee performance with a t-statistic path coefficient value of 6,934 > 1,658 and has a significant value of 0,000 < 0.05 and the Job Satisfaction variable has a significant effect on the Performance of Labuhanbatu Regency Health Service Employees. This is clear from the t-statistical path coefficient value of 1,893 > 1,658 and has a significant value of 0.058 < 0.05. Thus the results of testing the second hypothesis in the research were rejected.

Job Satisfaction and Turnover Intention: The Moderation Role of Financial Compensation

In managing Human Resources in a company, a leader must be able to handle the phenomenon of turnover intention. Turnover intention is a problem that arises in an organization involving the desire to leave employees. The turnover intention that occurs indicates low employee loyalty and a weak managerial system in the company. This research aims to examine the influence of job satisfaction variables on the turnover intention phenomenon and examine the role of financial compensation variables in moderating the influence of job satisfaction variables on the turnover intention phenomenon. The type of research used in this research is explanatory research. Sampling in this research was carried out using a purposive sampling technique or non-random sampling technique. The sample in this study involved 90 employees at PT. HM Sampoerna Semarang, all of which met the criteria to be used as samples. The data source in this research is primary data in the form of a questionnaire. The type of data in this research is cross section. In the research, it was found that the job satisfaction of each employee is relatively high, one of the factors that triggers turnover intention in this company is job satisfaction. The research results show that there is an influence between job satisfaction variables on turnover intention, and financial compensation cannot be a moderating variable or a supporting factor in the influence of job satisfaction on turnover intention at PT. HM Sampoerna Semarang.

Australian Teachers’ Voices on Religiosity, Spirituality, and Their Link to Job Satisfaction

This paper is the second of a two-part report on a mixed methods study that examined the job satisfaction of teachers who worked in faith-based schools. In part one (Vodéll, 2023), 11 independent variables were identified through quantitative data analysis that impacted the dependent variable of overall job satisfaction (OJS). This led to the development of a model illustrating the factors influencing OJS. In part two, the teachers’ voices are recorded from an unframed perspective. Qualitative data were collected from a sample that consisted of nine faith-based schools in Australia. A thematic analytical approach was applied to the qualitative data (N = 94), and it was found that three major themes emerged as having a major impact on OJS: People, Processes, and Purpose for Teaching. The data from both sources was then triangulated to integrate the findings using a convergent design process. It was found that religiosity impacted OJS directly and indirectly via the mediating element of spirituality. Also, spirituality itself indirectly influenced OJS via the purpose-for-teaching element. Finally, the data indicated that OJS increased when there were positive relationships (students and colleagues) and perceived organisational efficiency within the workplace.

Model For Measuring The Level Of OHS Maturity Based On The Level Of Job Satisfaction

In the current electricity development project, the understanding of OSH does not seem to be fully implemented. One indication that the knowledge of OSH has not been fully implemented is that workers are still unaware of the hazards associated with their work. Based on these issues, the question is whether intrinsic factors (motivation) and extrinsic factors (hygiene) influence job satisfaction and worker performance in achieving zero accidents. This research will focus on how the measurement model can influence the OHS maturity level and what design strategies will be used to improve the OHS maturity level performance. This research aims to obtain a measurement model that can influence the OHS Maturity Level and provide a design strategy used to improve the OHS Maturity Level. The author uses quantitative methods and collects data from 516 PT PLN (Persero) UIP Nusa Tenggara Working Partners correspondents. Data testing methods include the measurement model test, structural equation model test, model accuracy test (goodness of fit), and hypothesis test. The results showed that job satisfaction variables, directly and indirectly, affect K3 Maturity Level performance. Therefore, a programme design is needed to maintain the K3 Maturity Level performance results and increase the value of the current K3 Maturity Level performance results. Policy-based programmes and communication-based programmes are the programme designs. These two programs aim to maintain and improve the value of the OHS Maturity Level performance. Keywords:hygiene factors, motivational factors, job satisfaction, OHS maturity level performance

Pengaruh Beban Kerja, Disiplin Kerja Dan Kepuasan Kerja Terhadap Kinerja Karyawan Pada PT Volex

This study aims to analyze the effect of workload, work discipline, and job satisfaction on employee performance at PT Volex. The type of research used is descriptive with a quantitative approach. The population used is all employees who work as production operators in the ICA department at PT Volex in 2023 with a total of 112 employees with sampling based on saturated sampling, using a questionnaire distributed to PT Volex employees. The collected data were analyzed using multiple linear regression methods which were tested involving data quality tests, classic assumption tests, influence tests and hypothesis tests, to determine the effect of workload, work discipline, and job satisfaction variables on employee performance. Findings in multiple linear regression analysis can show that workload has a positive relationship with a magnitude of 26.2% on employee performance. Work discipline has a positive relationship with a magnitude of 21.2% on employee performance. Job satisfaction has a positive relationship with a magnitude of 34.1% on employee performance. The findings of the analysis of the coefficient of determination (R2) that the level of employee performance can be explained by workload, work discipline and job satisfaction of 72.5%. The research results in the hypothesis testing carried out can show that workload, work discipline and job satisfaction partially or simultaneously can provide a positive and significant relationship to employee performance.

A Model Proposal for Developing a Solution and Determining the Administrative Problems of Hospitals in Turkey: The BUY Model.

Background and Purpose: This study was conducted in line with the request of the senior management of a hospital. The objective of the current research is to identify managerial problems through the relationship between health employees' perceptions of organizational justice, trust in the manager and the organization, and job satisfaction; develop a solution proposal over the relationships between these variables and motivation variables; and present a model proposal (BUY Model) as a result. Methods: The study sample is comprised of 673 employees. The study data were collected online using a questionnaire consisting of five scales. The data were analyzed by descriptive statistical methods, correlation analysis, and regression analysis. Results: The findings obtained from the study showed that the participants' perceptions of organizational justice, trust in the manager and the organization, job satisfaction and motivation were generally at a moderate level. The study also determined that trust in the manager and the organization had a partial mediation effect on the effect of organizational justice on job satisfaction and the variables of trust in the organization, organizational justice, and trust in the manager, respectively, and especially, the job satisfaction variable also affected motivation. Conclusion: The BUY model was developed to identify problems related to the management of healthcare human resources and solve these problems. Considering the importance of the concepts of job satisfaction and motivation in terms of employee performance, health service quality, and patient satisfaction, it is thought that the developed model will benefit managers of health institutions in increasing the job satisfaction and motivation levels of health employees.

Attractiveness of the doctor’s office – results of a mixed-methods survey on expectations and aspects of the current digitalisation policy in Germany

The demographic development in Germany will ensure an increasing demand and a decreasing supply of medical services in the outpatient sector in the next ten years. Attractiveness and expectations with regard to the branch office were surveyed with the help of an online survey in a mixed-methods design. The quantitative analysis included a descriptive presentation of the results and a stepwise multiple linear regression on the dependent variable of job satisfaction. The qualitative analysis was carried out by means of a content-structured qualitative content analysis according to Kuckartz. 121 doctors answered the online questionnaire. The fulfilment of expectations of the Doctor‘s office in the sum score was just over 50% (mean 15.42/30, SD 4.63). The regression model for job satisfaction was significant (<0.001; R² 0.241). Job satisfaction increases significantly when expectations of flexible working hours and autonomous working are met. In particular, the bureaucratic effort in the Doctors‘s office and the perceived pressure to act were misjudged.

THE INFLUENCE OF JOB SATISFACTION AND WORK DISCIPLINE ON WORK MOTIVATION IN BAPPEDA EMPLOYEES OF JAMBI CITY

This study examines how job satisfaction and work ethic affect employees of Jambi City Bappeda's motivation to work hard. Using saturated sampling or a census as the sampling method, this study used a quantitative approach with a sample size of 70 participants. Using SPSS software version 25, several linear regression analysis approaches were used to the research data. The findings indicated that the variables of job satisfaction and work discipline both partially and simultaneously had a positive and substantial effect on work motivation, with job satisfaction serving as the most important independent variable in this relationship.

Pengaruh Kepuasan Kerja, Komitmen, Dan Budaya Organisasi terhadap Organizational Citizenship behaviour (OCB)

This study aims to determine the effect partially and simultaneously on Job Satisfaction, Commitment and Organizational Culture on Organizational Citizenship Behavior of employees of PT Pos Indonesia branch of Madiun City. The population in this study were employees of PT Pos Indonesia Madiun branch during the study period, totaling 60 people. Sampling using saturated sample technique. The research instrument used a questionnaire. Data analysis techniques used the classical assumption test, multiple linear regression analysis, analysis of the coefficient of determination, and hypothesis testing using the t test and F test. The results showed that partially the Commitment and Organizational Culture variables had an effect on the Organizational Citizenship Behavior of employees of PT Pos Indonesia branch of Madiun City. While the variable job satisfaction partially does not affect Organizational Citizenship Behavior on employees of PT Pos Indonesia branch of Madiun City. Simultaneously Job Satisfaction, Commitment and Organizational Culture have an effect on Organizational Citizenship Behavior of West District Office Employees.

The Effect of Compensation, Career Development, and Work-Life Balance on Employee Loyalty With Job Satisfaction As An Intervening Variable

This study aims to examine and analyze whether compensation, career development, and work-life balance variables influence employee loyalty at Intan Husada Hospital in Garut through the variable of job satisfaction. Data collection in this research used a questionnaire with a total sample of 118 healthcare professionals at Intan Husada Hospital in Garut. This research employs a quantitative approach with the Partial Least Squares Structural Equation Modeling (SEM) analysis method. Exogenous variables in this study are compensation, career development, and work-life balance, the mediating variable used is job satisfaction, while the endogenous variable used is employee loyalty. The direct effect testing results of this study indicate that the compensation and career development variables have a positive but not significant impact on the job satisfaction variable, while the work-life balance variable has a significant positive impact on the job satisfaction variable. Furthermore, the compensation, career development, and work-life balance variables have a positive but not significant impact on the employee loyalty variable, while the job satisfaction variable has a significant positive impact on the employee loyalty variable. The testing of the indirect effect in this study shows that job satisfaction does not play a mediating role in influencing compensation, career development, and work-life balance on employee loyalty

THE MEDIATING ROLE OF JOB SATISFACTION AND PRESENTEEISM IN THE RELATIONSHIP BETWEEN JOB STRESS AND TURNOVER INTENTION: AN APPLICATION IN FAMILY HEALTH CENTRES

In this study, it was aimed to examine the relationship between job stress and turnover intention and the mediating effects of presenteeism and job satisfaction in this relationship. The research was conducted on healthcare professionals working in family health centres in Erzincan province and a total of 163 people, including 68 physicians, 34 nurses, 37 midwives and 24 other healthcare professionals (laboratory, emergency medical technician, etc.) were reached. The questionnaire method was used as a data collection tool in the study. The data were analysed using SPSS 25.0 program with PROCESS Macro 4.1 plug-in and the SPSS 24.0 AMOS program. Mediation analysis was performed using the Bootstrap method at 95% confidence interval. As a result of the analysis, it was determined that job stress has a significant positive effect on turnover intention and presenteeism variables and a significant negative effect on the job satisfaction variable. In addition, it was found that presenteeism had a positive effect on turnover intention and job satisfaction had a negative effect on turnover intention. Finally, it was concluded that the relationship between job stress and turnover intention is mediated by presenteeism and job satisfaction.

The Influence of Democratic Leadership Style and Career Development on Employee Performance Mediated by Jambi Province Regional Secretariat Organization Bureau Employee Job Satisfaction

This research aims to find out and describe the description of democratic leadership style, career development, job satisfaction and employee performance at the Regional Secretariat Organization Bureau of Jambi Province as well as to find out and analyze the influence of democratic leadership style and career development on employee performance mediated by job satisfaction at the Secretariat Organization Bureau Jambi Province Region. The method used in this research is descriptive verification and quantitative methods. Based on the approach, it can be seen that the number of samples is 62 people. This research uses the Smart PLS 3.0 analysis tool. Based on the description of e-government, competency, work motivation and employee performance in the Bureau. Based on the description of the democratic leadership style, it shows that the democratic leadership style is in the quite good category. Then for fairly good career development, the description of the job satisfaction variable is in the quite satisfied category. Meanwhile, the description of employee performance variables in the category is quite high. Based on the research results, leadership style has a positive and significant effect on job satisfaction, career development has a positive and significant effect on job satisfaction, democratic leadership style has a positive and significant effect on employee performance, career development has a positive and significant effect on employee performance, job satisfaction has a positive and significant effect. significant effect on employee performance, Democratic leadership style has a positive and significant effect on employee performance mediated by job satisfaction and career development does not have a significant effect on employee performance mediated by job satisfaction.

Distinguishing Subtypes of Self-Efficacy Among Secondary School Teachers: A Latent Profile Analysis

Teacher self-efficacy is a crucial factor in teaching and learning, yet there is limited understanding of its heterogeneity among the Asian population. Therefore, the objectives of this study were to (a) identify different self-efficacy patterns among 3,095 Singaporean lower secondary school teachers, (b) investigate potential variations in job satisfaction, constructivist beliefs, and teacher co-operation across different self-efficacy profiles, and (c) examine the predictions of teacher background characteristics in relation to profile membership. By employing latent profile analysis, four distinct self-efficacy profiles were identified: (a) Low Self-Efficacy, (b) Moderate Self-Efficacy, (c) High Self-Efficacy, and (d) Divergent Moderate Self-Efficacy. The results also revealed significant differences in job satisfaction, constructivist beliefs, and teacher co-operation among the self-efficacy profiles. Moreover, teaching experience emerged as a significant predictor of profile membership. These highlight the need for tailored professional development programs and interventions that consider teachers’ self-efficacy profiles, teacher outcomes, and teaching experience.

PENGARUH GAYA KEPEMIMPINAN DAN KEPUASAN KERJA TERHADAP KINERJA PERAWAT DI RUANG RAWAT INAP A RSUP DR. SOERADJI TIRTONEGORO KLATEN

Inpatient services of RSUP Dr. Soeradji Tirtonegoro Klaten is a complex set of services and giving major contribution in determining the quality of service. Nurses play an important role as the spearhead of the longest and energy dealing with patients. Nurses activities reflect the image of the hospital, nurses' performance is inseparable from leadership and job satisfaction. The purpose of research is knowing the influence the effect of leadership style and job satisfaction toward performance. The type of research is quantitative research with a cross sectional design. Independent variable leadership style and job satisfaction, the dependent variable is the performance of nurses. The registered nurse population as a civil servant ( PNS ), amounting to 75 people, collecting sampling techniques total sampling. Analysis techniques of Multiple linear regression. The results is Significance value of leadership style of 0.022 (Sig.< 0,05) and job satisfaction 0.132 (Sig.> 0,05). Test results of F 15.779 with significance level of 0.000. Adjusted R2 coefficient of 28.5 %. The conclusion is 1) leadership style effect a significant toward the nurses performance, 2) job satisfaction variable does not affect the nurses performance, and 3) Leadership Style And Job Satisfaction simultaneously influence toward the nurse performance of inpatient ard A RSUP Dr. Soeradji Tirtonegoro Klaten.