scholarly journals EFEK LINGKUNGAN KERJA SOSIAL DAN KEPUASAN KERJA PADA LOYALITAS KARYAWAN DALAM INDUSTRI JASA PROPERTI

2020 ◽  
Vol 4 (3) ◽  
pp. 30-39
Author(s):  
Farhan Maulana ◽  
Sumiyati Sumiyati ◽  
Girang Razati
Keyword(s):  
Job Satisfaction ◽  
Social Work ◽  
Work Environment ◽  
Tourism Industry ◽  
Main Concern ◽  
Employee Loyalty ◽  
Organizational Goals ◽  
Analysis Technique ◽  
The Social ◽  
Main Components

Abstract: The problem of employee loyalty is still the main concern in the company. It is because there are still many people researching for half a decade that the main components of loyalty include strong beliefs, acceptance of organizational goals, willing to mobilize considerable effort on behalf of the organization and a desire to maintain membership in the organization. Employees who have loyalty to their work will work more effectively and efficiently so that they can optimize their performance and produce good output in the form of products and services. Employee loyalty is a problem that almost happened in every type of company both services and manufacturing in various countries. Starting from the tourism industry, restaurant industry, education industry, health industry, and others. The low employee loyalty toward the company is characterized by decreasing performance, increasing attendance and employee turnover. This occurred to PT. Rezeki Jaya Makmur Sentosa in Ciamis, where the level of employee loyalty has decreased every year, especially in 2014-2018. Surely this is far from the expectations of companies that want their employees to have high loyalty. This study aims to determine (1) the influence of the social work environment on employee loyalty (2) the effect of job satisfaction on employee loyalty (3) the influence of the social work environment and job satisfaction on employee loyalty. This study uses a quantitative method involving 36 respondents using saturated sampling with data collection techniques using questionnaires. The data analysis technique used is multiple linear regression. The results of this study indicate that (1) the influence of the social work environment on employee loyalty partially influences by 70.6% (2) the effect of job satisfaction on employee loyalty partially influential by 63.3% (3) the influence of social work environment and job satisfaction on employee loyalty simultaneously influences by 73.5%. This shows that the better the social work environment and job satisfaction, the higher the employee loyalty. This means that if the social work environment and good job satisfaction will be obtained optimal work output, so that employee loyalty can increase properly.

scholarly journals PENGARUH KEPUASAN KERJA LINGKUNGAN KERJA DAN WORK – LIFE BALANCE TERHADAP LOYALITAS KARYAWAN

2019 ◽  
Vol 8 (6) ◽  
pp. 3674
Author(s):  
Putu Meidita Larastrini ◽  
I Gusti Ayu Dewi Adnyani
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
General Hospital ◽  
Work Life ◽  
Work Life Balance ◽  
Good Work ◽  
Employee Loyalty ◽  
Life Balance ◽  
Analysis Technique ◽  
Almost All

Employees are a vital resource for almost all organizations because they are an investment and a source of competitive advantage for businesses and companies. Maintaining competent employees and developing employee loyalty becomes increasingly important and ongoing challenges. This study aims to determine the significant effect of job satisfaction, work environment, and work-life balance on employee loyalty of Puri Raharja General Hospital. The type of data used is qualitative data sourced from respondents' perspective data and hotel overview, and quantitative data is the number of employees of Puri Raharja General Hospital. The number of respondents was 88 employees. Data collection using interview methods and questionnaire methods. The data analysis technique used is multiple linear regression analysis.Based on the results of the analysis found that job satisfaction has a positive and significant effect on employee loyalty, the work environment has a positive and significant effect on employee loyalty, and work-life balance has a positive and significant effect on employee loyalty. The results of this study imply that the more satisfied employees are with their work, the employee loyalty is also high, a good work environment can increase employee loyalty, and good work-life balance implementation can increase employee loyalty   Keywords: Job Satisfaction, Work Environment, Work-Life Balance, Employee Loyalty

scholarly journals Tingkat produktivitas karyawan dilihat dari perspektif lingkungan kerja sosial dan kepuasan kerja

2019 ◽  
Vol 4 (2) ◽  
pp. 42-48
Author(s):  
Lusiana Arsyah Nazdia ◽  
Sumiyati Sumiyati ◽  
Bambang Widjadjanta
Keyword(s):  
Job Satisfaction ◽  
Social Work ◽  
Work Environment ◽  
Environmental Conditions ◽  
Employee Productivity ◽  
Electric Company ◽  
The Social

Abstract: The purpose of the research is to find out the influence of social work environment on productivity, the influence of job satisfaction on productivity, and the influence of social work environment and job satisfaction on productivity. The object used as analysis unit on this research is employees of electricity entreprise. The type of study is using verificative with the method is using an explanatory survey of 87 respondents. It was found that the influence of the social work environment to productivity are included in the category are very strong. Job satisfaction is very strong against the influential employee productivity. Social work environment and job satisfaction influence on productivity is very strong. The results also show that social work environment conducive conditions will increase employee productivity. The level of job satisfaction is high, then an electric company employee productivity will increase. In addition, if environmental conditions are conducive to social work and job satisfaction is high, then the employee productivity will increase.

scholarly journals Tingkat Kepuasan Kerja Dilihat Dari Perspektif Lingkungan Kerja Sosial dan Pengembangan Karir

2019 ◽  
Vol 4 (1) ◽  
pp. 68-75
Author(s):  
Atin Nurdini ◽  
Sumiyati Sumiyati ◽  
Ridwan Purnama
Keyword(s):  
Job Satisfaction ◽  
Social Work ◽  
Career Development ◽  
Work Environment ◽  
Environmental Conditions ◽  
Survey Method ◽  
Government Service ◽  
The Social

The purpose of this study was to find out the influence of social work environment on job satisfaction, the influence of career development on job satisfaction, and the influence of social work environment and career development on job satisfaction. Object of analysis in this research is employees of government service. This type of research is using verificative with explanatory survey method of 106 respondents. This study indicates that the influence of the social work environment to job satisfaction are included in the low category. Career development included in medium category to job satisfaction. The influence of social work environment and career development on job satisfaction is medium category. The results of the present study suggest if social work environment in conducive conditions, then it will increase job satisfaction. The implementation of career development is good, then job satisfaction will increase. In addition if social work environmental conditions are conducive and implementation of career development is good, then the job satisfaction will increase.

scholarly journals Lingkungan Kerja Sosial Dan Pengembangan Karir Sebagai Pengaruh Kepuasan Kerja Karyawan

2019 ◽  
Vol 17 (1) ◽  
pp. 15
Author(s):  
Nadia Maharani ◽  
Sumiyati Sumiyati ◽  
Masharyono Masharyono
Keyword(s):  
Job Satisfaction ◽  
Social Work ◽  
Career Development ◽  
Work Environment ◽  
Computer Software ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Measuring Instruments ◽  
Employee Job Satisfaction ◽  
The Social

The purpose of this research was to see how much influence the social work environment and career development had on employee job satisfaction. Type of Research Methodology used is descriptive verification. The method used is explanatory survey with simple random sampling technique and the number of samples is 102 respondents. The data analysis technique used is multiple linear regression with SPSS 21.0 computer software tools. The findings based on the results of the study can be seen that simultaneously or partially the social work environment and career development can improve employee job satisfaction. The difference in this study lies in the research object, research time, measuring instruments, literature used, the theory used and the results of the study.

Effect of Compensation and Work Environment on Employee Performance with Employee Job Satisfaction as an Intervening Variable

2018 ◽  
Vol 9 (03) ◽  
pp. 20553-20562
Author(s):  
Putu Ayu Diah Juliarti ◽  
Anak Agung Putu Agung ◽  
I Nengah Sudja
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
High Performance ◽  
Employee Performance ◽  
Statistical Tests ◽  
Path Coefficient ◽  
Significant Positive Effect ◽  
Organizational Goals ◽  
Record Keeping ◽  
Positive Effect

An employee who has a high performance and better able to support the achievement of the goals and objectives set by the company. Employees can work well if you have a high performance that can produce good work anyway. With the high- performance that employees, is expected to achieve organizational goals. This study examines the effect of compensation and work environment on employee performance with job satisfaction to be intervening variable. Data on compensation, work environment, job satisfaction, and employee performance obtained through observation, record keeping and questioner with respondents. The data obtained are then analyzed using Partial Least Squares (PLS). Statistical tests results showed  (1) the compensation proved significant positive effect on job satisfaction the path coefficient of 0.434 and T-Stats for 4.880, (2) work environment proved to be a significant positive effect on job satisfaction the path coefficient of 0.434 and T-Stats for 4.074, (3) job satisfaction proved to be a significant positive effect on employee performance the path coefficient of 0.264 and T-Stats for 2.458, (4) compensation proved positive and significant effect employee performance the path coefficient of 0.242 and T-Stats for 2.912, (5) work environment proved positive and significant effect employee performance the path coefficient of 0.378 and T-Stats for 3.343. Based on test results obtained statistical results of all variables positive and signicant impact.

scholarly journals Dynamics of assertive behavior in the social work students

2020 ◽  
Vol 9 (28) ◽  
pp. 14-21
Author(s):  
Anton Stoykov
Keyword(s):  
Social Work ◽  
Empirical Study ◽  
Social Worker ◽  
Social Work Students ◽  
Educational Process ◽  
Life Situation ◽  
The Social ◽  
Assertive Behavior ◽  
Personal Skills ◽  
Main Components

The article deals with the dynamics of assertive behavior in the Social Work students as assertiveness is one of the most important personal skills needed for the successful interaction between them and their Clients who face a difficult life situation. The characteristics of assertiveness have been theoretically determined paying special attention to the specifics of its manifestations in the interaction between the Social Worker and the Client. On the basis of the conducted empirical study involving Social Work students, analyzed is the dynamics of their assertive behavior based on some of its main components and on their integrity as a personal quality. Considering the research results, justified is the need of including in the educational process specially elaborated programmes with a main focus on the development of assertive behavior.

scholarly journals Loyalitas Karyawan pada Universitas Swasta di Kota Bengkulu

2018 ◽  
Vol 2 (1) ◽  
pp. 1-13
Author(s):  
Onsardi Onsardi
Keyword(s):  
Job Satisfaction ◽  
Direct Effect ◽  
Survey Methods ◽  
Sampling Technique ◽  
Private University ◽  
Employee Loyalty ◽  
University Employees ◽  
Analysis Technique ◽  
The City ◽  
Significant Direct Effect

Loyalty in an organization is an important element in supporting the success of human resources in achieving company goals. This study aims to analyze employee loyalty in Private Universities in Bengkulu City and the factors that influence it. This study uses a quantitative approach with survey methods. The population of this study were all private university employees in the city of Bengkulu, amounting to 305 people, from a total population of 173 people with proportional ramdom sampling technique .The data analysis technique used is descriptive and inferential analysis. The results of this study prove that (1) employee loyalty is still relatively low (2) there is a positive and significant direct influence of compensation, empowerment and job satisfaction variables on employee loyalty, (3) There is a positive and significant direct effect of compensation and empowerment variables on job satisfaction, (4) There is a positive and significant direct effect of compensation variables on empowerment. Keywords: Loyalty, Compensation, Empowerment, and Job Satisfaction.

scholarly journals Managerial Self-efficacy and Discretionary Behavior Improving Work Environment for Small Firm Performance

2011 ◽  
Vol 2 (6) ◽  
pp. 259-266
Author(s):  
Mohammed-Aminu Sanda
Keyword(s):  
Social Sciences ◽  
Work Environment ◽  
Self Efficacy ◽  
Small Firms ◽  
Employee Motivation ◽  
Organizational Goals ◽  
The Social ◽  
Study Participants ◽  
Selection Of ◽  
Discretionary Behavior

This study explores the self-efficacies and discretionary behaviours exhibited by managers of small Ghanaian firms with the purpose of understanding how the interplay of these two attributes impacted on employee motivation and performances. The selection of participants was guided by the snowballing technique. Data was collected by distributing self-completion questionnaires entailing managerial self-efficacy and discretionary behavior items to 100 study participants who were managers of small firms in two Ghanaian metropolises. The collected data were analyzed descriptively and inferentially using the statistical package for the Social Sciences software. The results show that the managers had strong senses of affective attachment to their firms due to the use of their self-efficacies to generate dynamic influences on their firms’ performances. They also exhibit discretionary behaviours that motivate their employees to work together to achieve organizational goals. The study concludes that the absence of interplay between the managers’ self-efficacies and their discretionary behaviours constrains the efficient and effective performances of their firms.

scholarly journals Pengaruh Motivasi Karyawan Terhadap Kinerja Karyawan Di Pt. Xyz

2019 ◽  
Vol 2 (4) ◽  
Author(s):  
Inriana Tiara Agnesia
Keyword(s):  
Regression Analysis ◽  
Social Work ◽  
Data Analysis ◽  
Work Environment ◽  
Significant Influence ◽  
Sampling Method ◽  
Physical Work ◽  
Analysis Technique ◽  
Environment Recognition ◽  
Physical Work Environment

The purpose of this research is to find out the variables that affect the employee performances in PT. XYZ. The population consist of employee  of PT. XYZ using probability sampling method that of 127 respondents, 85 (67%) were male and 42 (33%) were women.. Data analysis using multiple regression analysis technique. The results of the testing of hypotheses shows that physical work environment, remuneration, status, social work environment, recognition, supervision, work itself, achievement has significant influence to employee performances.

Sign in / Sign up

Export Citation Format

Share Document