scholarly journals Company Policies in Indonesia in Overcoming Employee Compensation and Job Satisfaction During the Covid-19 Pandemic Period

2021 ◽  
Keyword(s):  
Job Satisfaction ◽  
Employee Compensation

scholarly journals THE IMPACT OF COMPANSATION AND MOTIVATION TO EMPLOYEES’ JOB SATISFACTION AT PT PELOPOR AVONTURIR CAMPINDO JAKARTA

2017 ◽  
Vol 8 (1) ◽  
pp. 175
Author(s):  
Awaluddin Tjalla ◽  
Gregorius Angga ◽  
Mardi Mardi
Keyword(s):  
Job Satisfaction ◽  
Significant Influence ◽  
Entire Population ◽  
Employee Compensation ◽  
Employee Job Satisfaction ◽  
The Impact

This research is to find out how is the employees’ job satisfaction at PT Pelopor, and how the impact of compansation and motivation to job satisfaction. Research will be conducted at PT. Pelopor Avonturir Campindo. In accordance with the title, then that will be examined are all employees of PT. Pelopor Avonturir Campindo. This study does not use samples, so the entire population to be studied  because the number of employees at PT. Pelopor Avonturir Campindo only numbered thirty- three (33) staff. And the result shown that (1) there is a significant effect between Job Satisfaction Employee Compensation for PT. Pelopor Avonturir Campindo, (2) There is a significant effect of Motivation on Employee Job Satisfaction PT. Pelopor Avonturir Campindo; (3) There is a significant influence jointly between Compensation and Motivation on Employee Job Satisfaction PT. Pelopor Avonturir Campindo.

Mediating Role of Organizational Commitment: A Study of NADRA, Multan Region

2019 ◽  
Vol 1 (1) ◽  
pp. 15-33
Author(s):  
Tanveer Kashmiri ◽  
Malik Muhammad Mehran ◽  
Nazar Hussain ◽  
Ahmad Tisman Pasha
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Performance ◽  
Sampling Technique ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Employee Compensation ◽  
Mediating Role ◽  
Research Findings ◽  
Geographical Locations

The purpose of this study is to investigate how employee compensation and job satisfaction influence employee performance. And more importantly, this study examines the mediating effect of the organizational commitment between employee compensation, job satisfaction and employee performance. Based on the prior studies conducted on employee compensation, job satisfaction, employee performance and organizational commitment, an integrated conceptual framework on employee compensation, job satisfaction, employee performance and organizational commitment was developed. The convenience sampling technique was employed in this study, and a sample drawn was consisted of 375 NADRA employees serving in Multan region. The sample was focused on the employees working in the NADRA Multan region. For more robust testing of the theory organizational commitment was included as mediating variable. For testing of mediation effect Process by Andrew F. Hayes was used with the assistance of SPSS version 23. Research findings revealed that the impacts of employee compensation and job satisfaction on employee performance are positive and significant. And organizational commitment as a mediating variable mediates the relationships between employee compensation, job satisfaction and employee performance. The mindsets of the today employees are changing, and they are more conscious about their relationships with the organizations, they love to share their good and bad experiences with the organizations. Today, it is very important for organizations to know the feelings of the employees about their organizations. This study suggests the organizations by tuning employee compensation, job satisfaction variables they may impact on the performance of the employees. And by introducing organizational commitment they may also change the relationships between employees and organization. Variables part of this study were not old constructs, but it is new for the graphical location where I conducted this study because there was no similar study available here. This study is only focused on NADRA Multan region, other geographical locations or industries may be used to more clearly understand the brand evangelism construct. Also, comparative studies can be performed for different organizational ladders and geographical locations.

scholarly journals PENGARUH KOMPENSASI DAN KEPUASAN KERJA TERHADAP KINERJA ANGGOTA SATUAN POLISI PAMONG PRAJA KOTA CIREBON

2020 ◽  
pp. 11-31
Author(s):  
Ardika Nurfurqon
Keyword(s):  
Job Satisfaction ◽  
Civil Service ◽  
Employee Performance ◽  
Quantitative Approach ◽  
Employee Compensation ◽  
Police Organization ◽  
High Category ◽  
The City

This study aims to determine the effect of Compensation and Job Satisfaction on Employee Performance in the City of Cirebon Civil Service Police Unit. With a quantitative approach, it was found that employee compensation has been high, where 71.46% of respondents stated that they received high compensation. Job satisfaction is in the high category, where 68.82% of respondents said they were satisfied. Employee performance is in the high category, where 69.81% of respondents carry out work that is their responsibility properly. Work compensation and satisfaction along with its dimensions have a positive and significant effect on employee performance. This gives an understanding that the more intensive the provision of compensation and efforts to increase job satisfaction, the more performance of the civil service police organization.  

Examining work factors after Malaysia’s minimum wage implementation

2019 ◽  
Vol 31 (12) ◽  
pp. 4462-4481
Author(s):  
Nur Hidayah Che Ahmat ◽  
Susan Wohlsdorf Arendt ◽  
Daniel Wayne Russell
Keyword(s):  
Job Satisfaction ◽  
Minimum Wage ◽  
Work Engagement ◽  
Turnover Intention ◽  
Work Motivation ◽  
Employee Compensation ◽  
Content Type ◽  
Employee Turnover Intention ◽  
Compensation Satisfaction ◽  
The Relationship

Purpose This study aims to generate novel insights about minimum wage policy implementation through a joint assessment of the mediating roles of work motivation, work engagement and job satisfaction in predicting outcomes such as turnover intention and work engagement. Design/methodology/approach Data were collected from hotel employees in Malaysia using an electronic survey. A total of 239 responses were used in analyzing direct and indirect effects. Findings Results reveal that work motivation, work engagement and job satisfaction significantly mediated the relationship between employee compensation satisfaction and employee turnover intention. Work motivation was found to mediate the relationship between employee compensation satisfaction and employee work engagement. Additionally, work engagement and job satisfaction mediated the relationship between employee work motivation and employee turnover intention. Research limitations/implications Missing data are inevitable in survey research. Due to data missing for some of the demographic questions, the moderating effect of certain demographic characteristics (e.g. sex) could not be assessed. Practical implications Given recent minimum wage policy implementation in Malaysia, it is imperative that Malaysian hotel operators understand to what extent employee compensation satisfaction influences how employees perceived their jobs and to what extent work motivation, work engagement and job satisfaction mediate employee compensation satisfaction and employee turnover intention. Originality/value This study makes a significant contribution to the hospitality compensation research area, specifically regarding the impact of compensation on how employees perceived their jobs after minimum wage implementation.

The Quality of Teacher Work Life Survey: A Measure of Teacher Stress and Job Satisfaction

1989 ◽  
Vol 21 (4) ◽  
pp. 165-176 ◽  
Author(s):  
Dennis M. Pelsma ◽  
George V. Richard ◽  
Robert G. Harrington ◽  
Judith M. Burry
Keyword(s):  
Job Satisfaction ◽  
Teacher Stress ◽  
Work Life ◽  
Teacher Work

Instrumentality and Expressiveness at Work

2014 ◽  
Vol 58 (3) ◽  
pp. 111-124 ◽  
Author(s):  
Sonja Sobiraj ◽  
Sabine Korek ◽  
Thomas Rigotti
Keyword(s):  
Job Satisfaction ◽  
Work Roles ◽  
Professional Work ◽  
Gender Typicality ◽  
Positive Effects ◽  
Male Dominated ◽  
Role Demands

Men’s professional work roles require different attributes according to the gender-typicality of their occupation (female- versus male-dominated). We predicted that levels of men’s strain and job satisfaction would be predicted by levels of self-ascribed instrumental and expressive attributes. Therefore, we tested for positive effects of instrumentality for men in general, and instrumentality in interaction with expressiveness for men in female-dominated occupations in particular. Data were based on a survey of 213 men working in female-dominated occupations and 99 men working in male-dominated occupations. We found instrumentality to be negatively related to men’s strain and positively related to their job satisfaction. We also found expressiveness of men in female-dominated occupations to be related to reduced strain when instrumentality was low. This suggests it is important for men to be able to identify highly with either instrumentality or expressiveness when regulating role demands in female-dominated occupations.

Must We Suffer to Succeed?

2017 ◽  
Vol 38 (2) ◽  
pp. 113-124 ◽  
Author(s):  
Juliane Strack ◽  
Paulo Lopes ◽  
Francisco Esteves ◽  
Pablo Fernandez-Berrocal
Keyword(s):  
Job Satisfaction ◽  
Academic Achievement ◽  
Trait Anxiety ◽  
The Relationship

Abstract. Why do some people work best under pressure? In two studies, we examined whether and how people use anxiety to motivate themselves. As predicted, clarity of feelings moderated the relationship between trait anxiety and the tendency to use this emotion as a source of motivation (i.e., anxiety motivation). Furthermore, anxiety motivation mediated the relationship between trait anxiety and outcomes – including academic achievement (Study 1) as well as persistence and job satisfaction (Study 2). These findings suggest that individuals who are clear about their feelings are more likely to thrive on anxiety and eustress and possibly use these to achieve their goals and find satisfaction at work.

Power Values and Power Distance Moderate the Relationship Between Workplace Supervisory Power and Job Satisfaction

2020 ◽  
Vol 19 (3) ◽  
pp. 135-141
Author(s):  
Kenneth D. Locke
Keyword(s):  
Job Satisfaction ◽  
Multilevel Modeling ◽  
Power Distance ◽  
European Social Survey ◽  
Social Survey ◽  
The Relationship ◽  
Workplace Power ◽  
Over Time

Abstract. Person–job (or needs–supplies) discrepancy/fit theories posit that job satisfaction depends on work supplying what employees want and thus expect associations between having supervisory power and job satisfaction to be more positive in individuals who value power and in societies that endorse power values and power distance (e.g., respecting/obeying superiors). Using multilevel modeling on 30,683 European Social Survey respondents from 31 countries revealed that overseeing supervisees was positively associated with job satisfaction, and as hypothesized, this association was stronger among individuals with stronger power values and in nations with greater levels of power values or power distance. The results suggest that workplace power can have a meaningful impact on job satisfaction, especially over time in individuals or societies that esteem power.

Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

2017 ◽  
Vol 16 (3) ◽  
pp. 155-159 ◽  
Author(s):  
Peizhen Sun ◽  
Jennifer J. Chen ◽  
Hongyan Jiang
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Future Research ◽  
Satisfaction Scale ◽  
Primary School Teachers ◽  
Mediating Role ◽  
Regulation Of Emotion ◽  
The Relationship ◽  
Overall Job Satisfaction

Abstract. This study investigated the mediating role of coping humor in the relationship between emotional intelligence (EI) and job satisfaction. Participants were 398 primary school teachers in China, who completed the Wong Law Emotional Intelligence Scale, Coping Humor Scale, and Overall Job Satisfaction Scale. Results showed that coping humor was a significant mediator between EI and job satisfaction. A further examination revealed, however, that coping humor only mediated two sub-dimensions of EI (use of emotion and regulation of emotion) and job satisfaction. Implications for future research and limitations of the study are discussed.

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