Human Resources, Scientists, and Internal Reputation: The Role of Climate and Job Satisfaction

1996 ◽  
Vol 49 (3) ◽  
pp. 269-294 ◽  
Author(s):  
Oswald Jones
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Internal Reputation

scholarly journals The Role of Employees Job Satisfaction in the Relationship between Transformational Leadership and Affective Commitment at Roof-Tile Manufacturing Company

2021 ◽  
Vol 11 (1) ◽  
pp. 306
Author(s):  
Tri Widarmanti ◽  
Arif Partono Prasetio ◽  
Bachruddin Saleh Luturlean
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Human Resources ◽  
Affective Commitment ◽  
Mediating Role ◽  
Roof Tile ◽  
The Relationship ◽  
Mediator Variable

Human resources play a strategic and important role to achieve company's vision and mission, the quality of human resources will affect the performance and progress of an organization. Commitment is very important for organization, a strong affective commitment encourages employees to contribute better, there are constructive factors of affective commitment such as transformational leadership and job satisfaction. This study wants to examine the relationship between transformational leadership, affective commitment, and job satisfaction and the effect of transformational leadership practices on affective commitment directly and indirectly through the mediating role of job satisfaction in tile rooftop manufacturers at Jatiwangi Indonesia. A quantitative survey approach has been used, and 5 hypotheses were tested with a sample 184 of 350 employees of roof-tile manufactures was selected to answer the questionnaire. Data collected based on descriptive analytics processed by SPSS Software, and the result of this study show that there is a positive relationship between these variables, transformational leadership significant positive relations to job satisfaction and affective commitment and job satisfaction becomes a partial mediator variable in the relationship between transformational leadership with affective commitment, but yet those 4 company still not represent all roof-tile company in Indonesia, future studies could replicate the current one by collecting data from different sources.

scholarly journals Building an Occupational Safety Behavior in an Organization

2019 ◽  
Vol 10 (2) ◽  
pp. 113-118
Author(s):  
Vebi Dewi Supartini ◽  
Anggraini Sukmawati
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Human Resource Development ◽  
Employee Satisfaction ◽  
Occupational Safety ◽  
Safety Behavior ◽  
Organizational Safety ◽  
Employee Job Satisfaction ◽  
Safety Procedures

This research discussed human resources development with occupational safety behavior. The role of each category was in accordance with occupational safety behavior and employee job satisfaction. The researchers used a systematic search methodology by identifying articles related to employee occupational safety behavior and the factors that could influence it. Factors that influenced occupational safety behavior included motivation, occupational safety behavior, leadership, and job satisfaction. This research contributes to the development of human resources in the workplace in the form of employees’ safety interests. The results show the importance of implementing occupational safety behavior in an organization. It can be an implementation of human resource development. Factors that can be considered in occupational safety behavior are motivation, leadership, and job satisfaction. Therefore, it is necessary to determine the workplace of employees in an organization. It is to ensure the safety of employees by taking organizational safety procedures for employee satisfaction.

scholarly journals The Role of Human Resources Training in Improving the Employee's Performance: Applied Study in the Five Stars Hotels in Jordan

2017 ◽  
Vol 8 (5) ◽  
pp. 46
Author(s):  
Naser A. Aboyassin ◽  
Mustafa A. F. Sultan
Keyword(s):  
Job Satisfaction ◽  
Service Quality ◽  
Human Resources ◽  
Applied Study ◽  
Dependent Variables ◽  
Evaluation Of Training ◽  
And Gender ◽  
The Relationship ◽  
Positive Effect

This study aimed to determine the role of human resources training dimension (training needs analysis, training program design, training duration, and evaluation of training) in improving employee's performance (productivity, service quality, and job satisfaction) in five-star hotels in Jordan. Questionnaire was the tool of collecting data from a sample of (191) employees working in Five Stars Hotels. The results of the study indicated that there is a positive effect of training on all three criteria of employee's performance (productivity, service quality, and job satisfaction). Also, there is no effect of the two mediator variables (age and gender) on the relationship between independent and dependent variables.

scholarly journals The mediating effect of psychological ownership on human resources management bundle and job satisfaction ownership On Human Resources Management Bundle And Job Satisfaction Ownership

2019 ◽  
Vol 22 (2) ◽  
Author(s):  
Yolanda Masnita
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Human Resources Management ◽  
Mediating Effect ◽  
Psychological Ownership ◽  
Company Performance ◽  
Resources Management ◽  
Bank Employees ◽  
The Right

AMO (ability, motivation, and opportunity) is one of the measurements used in Human Resource Management and for explaining the Innovation of Human Resources Management Bundle (IHRMB) that can affect job satisfaction and welfare. It explained that if a skilled, motivated employees will have the opportunity to contribute by using their knowledge and competencies. They  will feel having a maximum job satisfaction. This study tries to examine the role of psychological ownership for organizations (PO-O) in mediating the effect of IHRMB on the Job Satisfaction of bank employees (bankers) who work in BUKU Banks 1-4 categories. With a purposive sampling of inclusion criteria, a questionnaire was given to 100 bankers, testing the hypothesis with SEM. The results show that IHRMB affects PO-O and Job Satisfaction. The IHRMB is prepared at the end of the year to be able to have the right strategy for employees the following  year, in addition to being a connector between the owner of the company to employees through a collection of innovations summarized in the IHRMB as well as providing opportunities for employees to be able to provide ideas that will support the company's progress. PO-O does not mediate the effect of IHRMB on Job Satisfaction, because IHRMB is a control tool for Management and company owners to review overall company performance.

scholarly journals Pengaruh Persepsi Dukungan Organisasi, Stres Kerja, Dan Kepuasan Kerja Terhadap Komitmen Afektif Karyawan Perusahaan Produsen Air Kemasan Cam Di Bandung

2019 ◽  
Vol 1 (1) ◽  
pp. 23-36
Author(s):  
Tieka Trikartika Gustyana ◽  
Arif Partono Prasetio ◽  
Alya Rysda Ramadhanty ◽  
Nabila Azahra
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Organizational Support ◽  
Affective Commitment ◽  
Partial Correlation ◽  
Mediating Role ◽  
Analysis Technique ◽  
Relationship Of ◽  
The Relationship

Employees become an important factor in the success of the organization. They have impact on almost every business activity. Therefore company needs to manage their human resources in order to get highest performance. Many human resources practices implemented to achieve such result. One thing that indicate a positive result is the level of employee commitment toward the organization. Committed employees will contribute more. Affective commitment is the highest level of commitment because this emerge from within the employee's feelings. This study discusses the effect of perceived organizational support (POS), stress, and job satisfaction on employee’s affective commitment. The research was conducted in the drinking water company in Bandung using 85 participants. The analysis technique used is partial correlation analysis to identify the relationship between variables and also identify control variables that affect each relationship. Furthermore, mediation analysis is used to determine whether stress and job satisfaction have a mediating role in the relationship of POS influence to affective commitment. The results showed that POS had no significant effect on affective commitment. Furthermore, stress does not have the role of mediation either partially or simultaneously with job satisfaction. While job satisfaction has a partial mediation role in the relationship of influence between POS and affective commitment.

scholarly journals Examining the effect of internal branding on employee performance: Job satisfaction and employee engagement as mediation variables

2021 ◽  
Vol 3 (4) ◽  
pp. 01-12
Author(s):  
Yohana Latifah ◽  
Muafi Muafi
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Employee Engagement ◽  
High Performance ◽  
Employee Performance ◽  
Sample Collection ◽  
Internal Branding ◽  
The Relationship ◽  
Positive Effect

The role of resources is very vital, especially during a pandemic like this. Human resources are reliable and ready to answer challenges and ready to provide services. With a situation like this, it is possible for the organization to change its strategy to survive. For this reason, human resources are needed, who have high performance to realize the goals of the organization. The aim of our research is to find out the effect of internal branding on employee performance with employee engagement and job satisfaction as a mediating variable. The population in this study were all lecturers at AMIKOM University Yogyakarta. Sample collection was done randomly. The sample was collected using a google form, and the data collected were 119 respondents. Data analysis in this study used the PLS-SEM method. The results of this study prove that the internal branding variable has a positive effect on employee engagement. Internal branding also has a positive effect on job satisfaction. Employee engagement has a positive effect on employee performance. Job satisfaction has a positive effect on employee performance. As a mediator, employee engagement also has a positive effect on the pattern of internal branding relationships and employee performance. Likewise, job satisfaction also has a positive effect on the relationship between internal branding and employee performance.

scholarly journals PENGARUH GAYA KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP KEPUASAN KERJA ANGGOTA KORPS BRIMOB POLRI

PUBLIC CORNER ◽  
2021 ◽  
Vol 16 (1) ◽  
pp. 58-78
Author(s):  
Mohammad Bagus Kurniawan ◽  
Roos Yuliastina
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Human Resources ◽  
Leadership Styles ◽  
Transactional Leadership ◽  
Positive Behavior ◽  
Autocratic Leadership

Abstract This research was conducted to examine the influence of leadership styles that focus on autocratic leadership styles, transactional leadership styles, and organizational culture on job satisfaction of members of the Police Mobile Brigade Corps. The focus of the study in this research is to members of Brimob, considering that the role of Brimob is very important and strategic in supporting the main duties of the Police in the field of maintaining security and order, so that the positive behavior and attitudes of Brimob members in carrying out their duties in the field are strongly influenced by job satisfaction of organizational members. The success of Brimob's main duties is largely determined by the quality of human resources as the most important asset in the organization, so it can be interpreted that all Brimob members need job satisfaction so that they can carry out their duties properly. Keywords:Leadership Style; Transactional; Autocratic; Organizational Culture, Job Satisfaction; Brimob. Abstrak Penelitian ini dilakukan untuk mengkaji pengaruh gaya kepemimpinan yang berfokus kepada gaya kepemimpinan otokratis, gaya kepemimpinan transaksional, dan budaya organisasi terhadap kepuasan kerja anggota Korps Brimob Polri. Fokus kajian dalam peneletian ini kepada anggota Brimob mengingat peran Brimob sangatlah penting dan strategis di dalam mendukung tugas pokok Polri dibidang pemeliharaan keamanan dan ketertiban, sehingga perilaku dan sikap positif anggota Brimob di dalam melaksanakan tugas dilapangan sangat dipengaruhi oleh kepuasan kerja anggota organisasi. Keberhasilan tugas pokok Brimob sangat ditentukan oleh kualitas sumber daya manusia sebagai aset yang paling penting dalam organisasi, sehingga dapat dimaknai bahwa seluruh anggota Brimob membutuhkan kepuasan kerja agar mereka dapat melaksanakan tugasnya dengan baik. Kata kunci: Gaya Kepemimpinan; Transaksional; Otokratis ; Budaya Organisasi, Kepuasan Kerja; Brimob.

scholarly journals HR Strategic Role in Public Institution and it’s Impact on Employee Satisfaction

2021 ◽  
Vol 12 (1) ◽  
pp. 1
Author(s):  
Popy Novita Pasaribu ◽  
Setyo Maulana
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Employee Satisfaction ◽  
Change Agent ◽  
Debt Management ◽  
Public Institution ◽  
Strategic Partner ◽  
Strategic Role ◽  
Directorate General

<div><p class="1eAbstract-text">The Ministry of Finance believes implementing bureaucratic reforms in human resources are very important in the organization, including at the Directorate General of Debt Management. This study aims to identify and analyze the strategic role folder concept models of human resources according to Ulrich items, namely as a strategic partner, an administrative expert, an employee champion, and a change agent and further to identify and analyze the effect of the strategic role of human resources job satisfaction on employees at the Directorate General of Debt Management. This study is an associative descriptive analysis and using a quantitative approach. The sampling technique used purposive sampling with 178 employees. The method of analysis used in this study is multiple linear regression. The result showed that the strategic role of human resources is still an expert administrative dominant role. Role of human resources as a strategic partner, administrative expert, employee champion and change agent have a significant positive effect on employee satisfaction. The influence of the role of human resources as an administrative expert on job satisfaction is the most dominant than the effect of the role of strategic partner, change agent or employee champion.</p></div>

scholarly journals Human resources practices and job satisfaction on customer satisfaction: The mediating role of quality of customer interaction in online call center

2021 ◽  
pp. 11-18
Author(s):  
Bilal Eneizan ◽  
Mohammad Taamneh ◽  
Odai Enaizan ◽  
Mohammad Fathi Almaaitah ◽  
Abdul Hafaz Ngah ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Customer Satisfaction ◽  
Human Resources ◽  
Organizational Behavior ◽  
Call Center ◽  
Positive Impact ◽  
Mediating Role ◽  
Hr Practices ◽  
Customer Interaction

The frequently discussed topic of job satisfaction is not new in the field of organizational behavior research. Job satisfaction is related to customer satisfaction; however, there is a scarcity of empirical evidence regarding this link. The current piece of research examines the said relationship in the context of the online call center. In addition, this study investigates the effect of human resources (HR) practices on job satisfaction within the online call center context. The sample of the study consists of 275 employees who were working as an online call center. SMARTPLS 3 was used to analyze the data. The findings of the study indicated a positive relationship between HR practices with job satisfaction. Furthermore, a positive impact of job satisfaction on customer satisfaction is observed. The mediation of customer interaction quality is also found to be significant in the relationship between job satisfaction and customer satisfaction.

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