scholarly journals Pengaruh Pengembangan Sumber Daya Manusia Dan Religiusitas Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening Pada Bank Unit Usaha Syariah Di Kota Palembang

2021 ◽  
Vol 8 (1) ◽  
Author(s):  
Menik Lestari ◽  
Dinnul Alfian Akbar ◽  
Chandra Zaky Maulana
Keyword(s):  
Job Satisfaction ◽  
Human Resource Development ◽  
Human Resource ◽  
Structural Equation ◽  
Employee Performance ◽  
Resource Development ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Purposive Sampling

This research uses quantitative research, the aim is to determine the influence of human resource development, religiosity, on employee performance with job satisfaction as an intervening variable. In this study, data was collected by distributing questionnaires to 100 employees using a purposive sampling method to determine respondents' responses to existing variables. The analysis was performed using the method of Structural Equation Modeling (SEM) based on partial least square (PLS). The results of the analysis show that human resource development has no effect on employee performance, religiosity has a positive and significant effect on employee performance. Human resource development has a positive and significant effect on job satisfaction, religiosity has a positive and significant effect on job satisfaction, and job satisfaction variables have a positive and significant effect in moderating human resource development on employee performance and religiosity on employee performance. This means that the more often human resource development is given, the higher the employee's performance and the higher the employee's religiosity, the higher the employee's performance will be and will result in job satisfaction for employees at the Sharia Business Unit Bank in Palembang City.  Keywords: Human Resources Development, Religiosity, Employee Performance, and Job Satisfaction.  AbstrakPenelitian ini menggunakan jenis penelitian kuantitatif, tujuannya yaitu untuk mengetahui besarnya pengaruh pengembangan sumber daya manusia, religiusitas, terhadap kinerja karyawan  dengan kepuasan kerja sebagai variabel intervening. Dalam penelitian ini data dikumpulkan dengan meyebarkan kuesioner terhadap 100 karyawan menggunakan metode purposive sampling untuk mengetahui tanggapan responden terhadap variabel yang ada. Analisis dilakukan dengan menggunakan metode Structural Equation Modelling (SEM) berbasis partial least square (PLS). Hasil analisis menunjukkan bahwa pengembangan sumber daya manusia tidak terdapat pengaruh terhadap kinerja karyawan, religiusitas berpengaruh positif dan signifikan terhadap kinerja karyawan. Pengembangan sumber daya manusia berpengaruh positif dan signifikan terhadap kepuasan kerja, religiusitas berpengaruh positif dan signifikan terhadap kepuasan kerja, Dan variabel kepuasan kerja berpengaruh positif dan signifikan dalam memoderasi antara pengembangan sumber daya manusia terhadap kinerja karyawan dan religiusitas terhadap kinerja karyawan. Ini berarti semakin sering pengembangan sumber daya manusia diberikan maka semakin tinggi kinerja karyawan dan semakin tinggi religiusitas karyawan maka kinerja karyawan akan semakin tinggi dan akan menghasilkan kepuasan kerja bagi karyawan pada Bank Unit Usaha Syariah di Kota Palembang.  Kata Kunci: Pengembangan Sumber Daya Manusia, Religiusitas, Kinerja Karyawan, dan Kepuasan Kerja.

scholarly journals PENGARUH KEPEMIMPINAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA TERHADAP KEPUASAN KERJA, MOTIVASI KERJA, DAN KINERJA KARYAWAN BANK SULSELBAR

2012 ◽  
Vol 16 (4) ◽  
pp. 391
Author(s):  
Agung Widhi Kurniawan
Keyword(s):  
Job Satisfaction ◽  
Human Resource Development ◽  
Human Resource ◽  
Structural Equation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Resource Development ◽  
Equation Modeling ◽  
Significance Level ◽  
Job Motivation

This study aims to explain the effect of leadership and human resource development on job satisfaction, job motivation and employees performance. Analysis by using Structural Equation Modeling (SEM) with alpha 5% to test the significance of research variable. The data were taken from all Bank Sulselbar employees using cluster random sampling technique. The total respondents were 184 respondents. Questionnaire (main instrument), interview, observation, and documentary were used in collecting the data. Results of analysis (at significance level of 5%) showed that: 1) leadership has a significant effect on job satisfaction, 2) human resource development has a significant effect on job satisfaction, 3) leadership has a significant effect on job motivation, 4) human resource development has a significant effect on job motivation, 5) leadership has a significant effect on employee performance, 6) human resource development has a significant influence employee performance, 7) job satisfaction has a significant effect on job motivation, 8) job satisfaction has a significant effect on employee performance, and 9) job motivation does not significantly affect on employee performance.

scholarly journals PENGARUH KEPEMIMPINAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA TERHADAP KEPUASAN KERJA, MOTIVASI KERJA, DAN KINERJA KARYAWAN BANK SULSELBAR

2018 ◽  
Vol 16 (4) ◽  
pp. 391-408
Author(s):  
Agung Widhi Kurniawan
Keyword(s):  
Job Satisfaction ◽  
Human Resource Development ◽  
Human Resource ◽  
Structural Equation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Resource Development ◽  
Equation Modeling ◽  
Significance Level ◽  
Job Motivation

This study aims to explain the effect of leadership and human resource development on job satisfaction, job motivation and employees performance. Analysis by using Structural Equation Modeling (SEM) with alpha 5% to test the significance of research variable. The data were taken from all Bank Sulselbar employees using cluster random sampling technique. The total respondents were 184 respondents. Questionnaire (main instrument), interview, observation, and documentary were used in collecting the data. Results of analysis (at significance level of 5%) showed that: 1) leadership has a significant effect on job satisfaction, 2) human resource development has a significant effect on job satisfaction, 3) leadership has a significant effect on job motivation, 4) human resource development has a significant effect on job motivation, 5) leadership has a significant effect on employee performance, 6) human resource development has a significant influence employee performance, 7) job satisfaction has a significant effect on job motivation, 8) job satisfaction has a significant effect on employee performance, and 9) job motivation does not significantly affect on employee performance.

scholarly journals The impact of human resource development practices on employee engagement and performance in Jordanian family restaurants

2020 ◽  
Vol 18 (1) ◽  
pp. 130-140
Author(s):  
Amani Abu Rumman ◽  
Lina Al-Abbadi ◽  
Rawan Alshawabkeh
Keyword(s):  
Human Resource Development ◽  
Employee Engagement ◽  
Human Resource ◽  
Structural Equation ◽  
Employee Performance ◽  
Employee Training ◽  
Resource Development ◽  
Employee Empowerment ◽  
Equation Modeling ◽  
The Impact

Given the organizational positive outcomes of human resource development (HRD) practices like organizational effectiveness, sustainable competitive advantage, and organizational commitment, the current study was designed to detect the impact of HRD practices (employee training, employee empowerment, employee promotion) as independent variables on employee engagement and employee performance as dependent variables and to notify those who are interested. A quantitative descriptive-analytical method was adopted for the current research paper. Data were collected conveniently via a questionnaire from employees of family restaurants. Usable responses were analyzed using IBM SPSS and AMOS on the strength of structural equation modeling (SEM).The current data identified employee training, employee empowerment, and employee promotion as key predictors of both employee engagement and employee performance. Employee empowerment has the highest impact on employee engagement, followed by employee promotion, while employee training has the highest effect on employee performance. Furthermore, employee engagement is positively related to employee performance.

scholarly journals Pengaruh Knowledge Management terhadap Pengembangan Sumber Daya Manusia dan Kinerja Karyawan Perhotelan di Sulawesi Selatan

2020 ◽  
Vol 10 (2) ◽  
pp. 199
Author(s):  
Andi Hasbi
Keyword(s):  
Knowledge Management ◽  
Structural Equation Modeling ◽  
Human Resource Development ◽  
Human Resource ◽  
Structural Equation ◽  
Hospitality Industry ◽  
Employee Performance ◽  
Resource Development ◽  
Equation Modeling ◽  
Hotel Employees

Many studies have linked knowledge management and human resource development to create standardized services. However, the relationship between the two in the hospitality industry is still lacking as an object of research. The purpose of this study was to analyze the influence of knowledge management on the development of hospitality HR in South Sulawesi. This research uses a quantitative approach with inferential statistical analysis. This research was conducted in three selected districts, namely, Bone Regency, Soppeng Regency, and Wajo Regency, which were the research locus. The population in this study were all-star and non-star hotel employees in the three districts. The total sample is 200 hotel employees and respondents are selected using the accidental method. Data collection using a questionnaire that was built based on previous research. The data analysis technique uses descriptive analysis and Structural Equation Modeling, which is processed in Linear Structural Relation software (LISREL 8.5). The results indicated that there was a significant influence on the development of human resources in hospitality. This means that to improve the outcome of hospitality HR including education, training and the development of the hospitality industry is required to be able to maintain and maintain knowledge management through the implementation of job procedures, able to transfer personal knowledge and technological mastery. Knowledge management directly has a little positive and significant impact on employee performance, but simultaneously Knowledge Management has a very positive and significant effect on employee performance through HR development. This research implies that performance-based training and development and application of knowledge management should be carried out simultaneously in the hospitality industry to produce standardized services in each district.Keywords: Employee Performance; Human Resource Development; Knowledge Management; Linear; Structural Equation Modeling; and Structural Relation software.

Impact of human resource development (HRD) practices on pharmaceutical industry’s performance

2019 ◽  
Vol 43 (1/2) ◽  
pp. 188-210 ◽  
Author(s):  
Frank Nana Kweku Otoo ◽  
Evelyn Akosua Otoo ◽  
Godfred Kwame Abledu ◽  
Akash Bhardwaj
Keyword(s):  
Pharmaceutical Industry ◽  
Organizational Performance ◽  
Human Resource Development ◽  
Human Resource ◽  
Structural Equation ◽  
Employee Performance ◽  
Resource Development ◽  
Equation Modeling ◽  
Content Type ◽  
Pharmaceutical Industries

Purpose The purpose of this paper is to examine the mediating role of employee performance in the association between human resource development (HRD) practices and organizational performance. Design/methodology/approach An integrated research model was developed by combining principal factors from existing literature. Data were collected through questionnaire from 700 employees of the selected pharmaceutical industries. The validity of the model and hypotheses was tested using structural equation modeling. The reliability and validity of the dimensions are established through confirmatory factor analysis. Findings The results indicate that some HRD practices influence organizational performance through their impact on employee performance. The study further revealed that employee performance mediates the association between HRD practices and organizational performance. Research limitations/implications The research was undertaken in the pharmaceutical industry and the analysis is based on cross-sectional data, which cannot be generalized across a broader range of sectors. Practical implications The findings of the study have the potential to help policy makers, stakeholders and management of pharmaceutical industries in adopting properly and well-articulated HRD practices to enhance the quality of human capital and create sustainable competitive advantage. Originality/value This study extends the literature by adducing evidence empirically that employee performance mediated the association between HRD practices and organizational performance of the pharmaceutical industry in Ghana.

The Effect of Leadhership and Organizational Comitment to Performance of Employees with Working Satisfaction as Intervening Variables in Tanah Lot DTW Management Office

2018 ◽  
Vol 9 (10) ◽  
pp. 21096-21108
Author(s):  
I Putu Erawan ◽  
AA Putu Agung ◽  
Luh Kadek Budi Martini
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Quantitative Research ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Primary Data ◽  
Equation Modeling ◽  
Tourist Destination

This study aims to test The Influence of Leadership and Organizational Commitment to Employee Performance with Job Satisfaction as a Variable Intervening is carried out at the Dtw Tanah Lot Tabanan Office. This research is a quantitative research using primary data obtained from questionnaires and measured using a Likert scale. The population of this study were employees at the DTW Tanah Lot Tabanan management office Based on the data obtained at the Tanah Lot DTW management office in Tabanan Regency the number of employees is 40 people which is less than 100, then taken entirely, so the research is population research. (Sample saturated). Data analysis techniques used in this study are Structural Equation Modeling (SEM) based on Partial Least Square (PLS) using the help of the Smart PLS 3.0 program. The results showed that Leadership has a positive and significant effect on job satisfaction. Organizational commitment has a positive and significant effect on job satisfaction. Leadership has a positive and significant effect on employee performance. Organizational commitment has a positive and significant effect on employee performance. Job satisfaction has a positive and significant effect on employee performance. The effect of mediation on job satisfaction variables on the indirect influence of leadership on employee performance is partial (partial mediation), meaning thatvariable job satisfaction is not a key determinant of the influence of leadership on employee performance at the Tanah Lot Tabanan Tourist Destination (DTW) office.   Influence of mediation on job satisfaction variables on indirect effects Organizational commitment to employee performance is partial (partial mediation), meaning that variable job satisfaction is not a key determinant of the influence of leadership on employee performance at the Tanah Lot Tabanan Tourist Destination (DTW) office.

The Effect of Leadership Style to Job Satisfaction, Employee Engagement and Employee Performance (Study at PT. Interbat, Bali, Nusra, and Ambon)

2018 ◽  
Vol 9 (03) ◽  
pp. 20592-20600 ◽  
Author(s):  
Ni Nengah Rupadi Kertiriasih ◽  
I Wayan Sujana ◽  
I Nengah Suardika
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Leadership Style ◽  
Structural Equation ◽  
Employee Performance ◽  
Research Result ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Organizational Goals

Human resources as one of the important indicators of achieving organizational goals effectively and efficiently and performance is the answer to the success or failure of organizational goals that have been set. Performance can be seen from the achievement of target employees in an organization. Performance at PT.Interbat Bali Nusra Ambon has decreased in 2017 compared to 2016. The purpose of this research is to confirm the linkage of leadership style to job satisfaction, employee engagement and employee performance of PT.Interbat Bali Nusa Ambon. The population and sample in this study is the total population of 53 employees. The analysis technique used in this research is structural equation modeling (SEM) based on variance or component based SEM, known as Partial Least Square (PLS). From the research result, it is found that leadership style has positive and significant effect to job satisfaction, leadership style has no significant effect on employee engagement, leadership style has no significant effect on employee performance, but leadership style will affect employee's work through work mediation and employee engagement, job satisfaction positive and significant impact on employee engagement, employee engagement has a positive and significant impact on employee performance and employee engagement has a positive and significant impact on employee performance.

scholarly journals Job satisfaction mediating towards effect of emotional intelligence on performance

2019 ◽  
Vol 6 (5) ◽  
pp. 158-166 ◽  
Author(s):  
Ida Ayu Putri Widya Lestari ◽  
I Made Artha Wibawa
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Structural Equation ◽  
Employee Performance ◽  
Sample Selection ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Path Coefficient ◽  
Excellent Service

The study was conducted at BBPOM in Denpasar. The number of samples used was as many as 90 people using the saturated sample selection method. Data collection using a questionnaire that uses a Likert scale. Data analysis techniques were performed using structural equation modeling with a partial least square approach and using the VAF test to test the role of mediation. The results showed that emotional intelligence had a significant positive effect on employee performance at BBPOM in Denpasar with a path coefficient of 0.469. Job satisfaction is known to partially mediate the relationship of emotional intelligence to employee performance at BBPOM in Denpasar. The findings in this study provide the implication that to produce good performance in order to achieve excellent service, it is necessary to have activities in the form of training related to emotional intelligence and job satisfaction that can effectively improve employee skills to have an understanding and sensitivity to emotions of themselves and others, so that employees can deal well with all forms of organizational life dynamics and show maximum performance to achieve excellent service.

scholarly journals PENGARUH DISIPLIN KERJA, MOTIVASI KERJA DAN KEPUASAN KERJA TERHADAP KINERJA PADA PEGAWAI NEGERI SIPIL (PNS) GENERASI “Y” (KASUS PADA KEMENTERIAN PERDAGANGAN, JAKARTA)

2021 ◽  
Vol 8 (1) ◽  
Author(s):  
Ahda Safitri ◽  
Trusti Wismantari ◽  
Vina Hermawati ◽  
Innocentius Bernarto
Keyword(s):  
Job Satisfaction ◽  
Random Sampling ◽  
Structural Equation ◽  
Work Motivation ◽  
Employee Performance ◽  
Simple Random Sampling ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Positive Effect

Abstract: This study aims to determine the positive effect of work discipline, work motivation, and job satisfaction on employee performance in generation Y civil servants in Ministry of Trade. The data in this study are obtained through a questionnaire with the target population being all Y generation civil servants in Ministry of Trade, Jakarta. The number of samples specified is401 samples. Sampling is carried out using simple random sampling through the SPSS program. The statistical analysis in this study uses partial least square-structural equation modeling (PLS-SEM) through the SmartPls 3.0 program. The final result of this research shows that there is a positive effect of work discipline, work motivation, and job satisfaction on employee performance.Abstrak: Penelitian ini bermaksud untuk mengetahui pengaruh positif disiplin kerja, motivasi kerja, dan kepuasan kerja terhadap kinerja pegawai pada PNS generasi Y di Kementerian Perdagangan. Data pada penelitian ini didapatkan melalui kuesioner dengan target populasi adalah seluruh PNS generasi Y pada Kementerian Perdagangan, Jakarta. Jumlah sampel yang ditentukan sebesar 401 sampel. Penarikan sampel dilakukan menggunakan simple random sampling melalui program SPSS. Analisis statistik pada penelitian ini menggunakan partial least square-structural equation modeling (PLS-SEM) melalui program SmartPls 3.0. Hasil akhir dari penelitian ini diketahui bahwasanya terdapat pengaruh positif dari disiplin kerja, motivasi kerja, dan kepuasan kerja terhadap kinerja pegawai.Keywords: work discipline, work motivation, job satisfaction, employee performance

Trust, knowledge sharing and organizational commitment in SMEs

2019 ◽  
Vol 48 (6) ◽  
pp. 1449-1468 ◽  
Author(s):  
Carla Curado ◽  
Sílvia Vieira
Keyword(s):  
Organizational Commitment ◽  
Knowledge Sharing ◽  
Human Resource Development ◽  
Human Resource ◽  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Content Type

Purpose The purpose of this paper is to extend the knowledge on the underlying relation between trust, knowledge sharing (KS) and organizational commitment (OC) in small- and medium-sized enterprises (SMEs), by testing the mediator role of KS between trust and OC dimensions. Design/methodology/approach The paper addresses a sample of 582 top exporting Portuguese SMEs and it tests an original model using structural equation modeling following a partial least square approach. Findings Results show that trust positively and significantly influences KS and affective and normative OCs. KS partially mediates the relation between trust and affective OC. Research limitations/implications This study contributes to both the knowledge management and human resource development literatures, showing the relationship between variables from both bodies of literature. Some limitations apply, the study uses cross-sectional data that limit the conclusions about causality and some restrictions on the generalization of the results also apply due to the used sample. Practical implications Results show the importance of encouraging a trustful environment in SMEs on behalf of KS and OC dimensions. Human resource managers could profit from stimulating KS among employees that results in affective OC. Originality/value Findings show the relevancy of trust in SMEs and the role of KS that contributes to OC.

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