scholarly journals THE IMPACT OF COMPENSATION AND JOB MOTIVATION ON EMPLOYEE PERFORMANCE WITH JOB SATISFACTION AS MEDIATING VARIABLE: A STUDY AT BALI REGIONAL OFFICES OF DIRECTORATE GENERAL OF TAXES

2018 ◽  
Vol 73 (1) ◽  
pp. 92-97
Author(s):  
A. Verozika
Keyword(s):  
Job Satisfaction ◽  
Employee Performance ◽  
Job Motivation ◽  
Directorate General ◽  
The Impact

scholarly journals The Influence of Leadership Style, Competency and Compensation on Employee Performance and Its Impact on Organizational Performance in Kementerian Pertanian

FOCUS ◽  
2020 ◽  
Vol 1 (1) ◽  
pp. 28-42
Author(s):  
Sugito Efendi ◽  
Suwardi Suwardi
Keyword(s):  
Organizational Performance ◽  
Leadership Style ◽  
Structural Equation ◽  
Research Method ◽  
Quantitative Methods ◽  
Employee Performance ◽  
Equation Modeling ◽  
Survey Method ◽  
Directorate General ◽  
The Impact

This study aims to analyze the influence of leadership style, competence, compensation on employee performance and the impact on organizational performance on the employees of the Directorate General of Agricultural Infrastructure and Facilities. This study used a survey method by distributing questionnaires to employees of the Directorate General of Agricultural Infrastructure and Facilities. As the respondent. This research method uses quantitative methods with technical analysis of Structural Equation Modeling (SEM) with the AMOS version 22 application. The research sample used in this study were 158 respondents. The results showed that leadership style, competence and compensation directly had a positive and significant effect on employee performance. Leadership style, competence and compensation directly have a positive and significant effect on organizational performance. Leadership style, competence and compensation indirectly have a positive and significant effect on organizational performance through employee performance.

scholarly journals The Impact of Training and Development on Employee Performance and Productivity: An Empirical Study on Private Bank of Noakhali Region in Bangladesh

2021 ◽  
pp. 1-18
Author(s):  
Fatema Akter Jeni ◽  
. Momotaj ◽  
Md. Al-Amin
Keyword(s):  
Job Satisfaction ◽  
Banking Sector ◽  
Job Training ◽  
Employee Performance ◽  
Human Resources Management ◽  
Training And Development ◽  
Working Environment ◽  
Private Bank ◽  
Private Banking ◽  
The Impact

Human Resources Management literature regards training as the bloodstream of any organization because the success of an organization to achieve its objectives and goals highly depends on its workforce. For this reason, organizations should invest in employees’ training to enhance their performance and that of an organization. Nonetheless, some organizations regard training as an unnecessary expenditure and always cut training budgets to improve their financial standing to the detriment of their employees’ welfare because that action incapacitates staff to adapt to the ever-changing working environment and uncertain conditions on account of, inter alia, rapid technological innovation and organizational change. This study employed stratified sampling technique to draw a sample of 60 employees from a population of 70 employees through self-administered questionnaire to examine the impact of training on employees’ performance, employee’s motivation and job satisfaction in the banking sector in Private bank  of Noakhali region in Bangladesh. This results show that the mean for on the job training and development located from 3.23 to 4.4 and for off the job training and development from 2.36 to 4.05. The overall impact of training and development from the perspective of employees of private banking sector in Noakhali region has mean and standard deviation respectively 3.54 and 0.95 in total. This result indicates that training and development has a high impact on the employee’s performance and productivity in the perspective of employees of private bank in Noakhali region. The findings of the study generally revealed that training not only increases employees’ performance but also positively affects employees’ motivation and job satisfaction within the  Private banking sector in Bangladesh Therefore, the banking sector in Bangladesh should regularly allocate resources for employees’ training based on identified skill gaps to sharpen employees’ skills, knowledge and abilities to capacitate them to cope with the ever-changing working environment and uncertain conditions and to improve their motivation and job satisfaction.

scholarly journals The Islamic Banking Sector Of Pakistan: The Impact Of Leadership Opportunities, Gender Differences, Working Conditions And Employee Performance On Job Satisfaction Of Female Employees Of The Industry

2020 ◽  
Vol 20 (2) ◽  
pp. 139-158
Author(s):  
Sobia Iqbal ◽  
Khalid Mehmood Iraqi
Keyword(s):  
Job Satisfaction ◽  
Gender Differences ◽  
Banking Sector ◽  
Employee Performance ◽  
Positive Association ◽  
Working Environment ◽  
Islamic Banking ◽  
Upper Management ◽  
Leadership Opportunities ◽  
The Impact

The findings of this research study is constructed depending the role of women in Islamic Banking industry of Pakistan. It has been conducted with an objective to determine the contrast of leadership opportunities, gender differences, working condition, employee performance with Job Satisfaction. The data has been collected from 200 male and female participants, representing the Islamic Banking Sector of Pakistan (Meezan Bank, Dubai Islamic Bank and Bank Islami). The result of the research shows a positive association in the selected dependent and independent variables. The study result further supports that in the current scenario the male gender participation for authoritative and leadership position is comparatively high as paralleled to female in the Pakistani Islamic Banking Sector of Pakistan. Further, it reveals that male working employees in the Islamic banking sector of Pakistan are far more satisfied as compared to female working participants. The result has reflected that the constructed model is significant (at the p < 0.001 level).  The findings of this particular study possibly may assist the upper management to revisit their working environment policies and practices to consider females as equally responsible for challenging leadership roles, providing career path opportunities, and to promote Equal Employment Opportunities (EEO) in organizations.

scholarly journals The Effect of Motivation and Leadership on Employee Performance through Job Satisfaction at The Directorate General of Rural Area Development Indonesia

2021 ◽  
Vol 04 (07) ◽  
Author(s):  
Golda Permatasari Tamaina ◽  
Keyword(s):  
Job Satisfaction ◽  
Data Collection ◽  
Rural Area ◽  
Rural Areas ◽  
Employee Performance ◽  
Direct Influence ◽  
Directorate General ◽  
Saturated Sample ◽  
Data Collection Technique ◽  
Area Development

This study aims to determine the effect of motivation and leadership on employee performance at the directorate general of rural area development, determine the effect of motivation and leadership on job satisfaction at the directorate general of rural area development, determine the effect of motivation on employee performance at the directorate general of rural area development, and determine the influence of leadership on employee performance at the directorate general of rural area development, knowing the effect of job satisfaction on employee performance at the directorate general for rural area development, knowing the effect of motivation on employee performance at the directorate general for rural area development through job satisfaction, knowing leadership on employee performance at the directorate general for regional development rural areas through job satisfaction. This research was conducted on employees of the directorate general of rural area development at the ministry of villages, development of disadvantaged areas, and transmigration. The data collection technique used a saturated sample involving 163 civil servants at the directorate general of rural area development and then analysis using path analysis. The results of this study indicate the findings: first, motivation and leadership affect employee performance; both motivation and leadership affect job satisfaction; the three motivations affect employee performance; the fourth leadership affects employee performance; fifth, job satisfaction affects employee performance; the six motivations have a more significant direct influence on employee performance, so it can be said that the job satisfaction variable is not intervening; The seven leaderships have a more significant influence on employee performance, so it can be said that the job satisfaction variable is not intervening.

scholarly journals The impact of job satisfaction on employee performance through organizational commitment as intervening variables: A survey on employees of Mitra Swalayan Kartasura

2021 ◽  
Vol 10 (6) ◽  
pp. e39910615738
Author(s):  
. Suprayitno ◽  
. Lamidi ◽  
Jeane Rosalia Qomariah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Performance ◽  
Secondary Data ◽  
Primary Data ◽  
Coefficient Of Determination ◽  
Retail Sector ◽  
Private Company ◽  
Analysis Technique ◽  
The Impact

Mitra Swalayan Kartasura is a private company engaged in the retail sector to fulfill basic needs. This  objective  is  to  address  the impact  of  satisfaction  on commitment to organizational commitment, to respond to the significance of the impact of the organization on employee performance, to indicate the significance of the impact of employee performance on satisfaction and whether the organization can mediate employee job satisfaction. This type of research uses the census method for Mitra Swalayan Kartasura employees. This research uses qualitative data and quantitative data. Meanwhile, the data source uses primary data and secondary data. The population is all employees of Mitra Swalayan Kartasura who assess 85 employees. The sample in this study were 85 employees with the census method. The data analysis technique used multiple regression test, t test, F test, indirect effect test, path analysis and coefficient of determination. The results of the study indicate that job satisfaction can have a positive and significant  effect  on  organizational  commitment,  there  is  no  positive  and significant influence between organizational commitment on employee performance, job satisfaction can have a positive and significant effect on employee performance and in this study it cannot prove that organizational commitment. mediate job satisfaction on employee performance.

scholarly journals Budaya Organisasi, Motivasi Kerja Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening Pada Rumah Sakit Semen Gresik

MANAJERIAL ◽  
2020 ◽  
Vol 7 (2) ◽  
pp. 170
Author(s):  
Mohammad Tajuddin ◽  
Tumirin Tumirin ◽  
Eva Desembrianita
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Sampling Method ◽  
Service Management ◽  
Work Motivation ◽  
Employee Performance ◽  
Statistical Tests ◽  
Health Service Organization ◽  
The Impact ◽  
Hospital Sample

Background - Hospitals as a health service organization in order to "survive" must have a good service management system so that the impact on employee performance can meet the demands of the community's needs. Objectives - This study aims to determine the extent of job satisfaction and employee performance at Semen Gresik Hospital which is influenced by organizational culture and work motivation.Design / Methodology / Approach - The object of this study is Semen Gresik Hospital. Sample in this study used a purposive sampling method with the provisions of respondents who worked more than 5 years while through the formula Slovin determined the number of research samples of 219 respondents. Statistical tests use path analysis.Results and Discussion - Based on the results of the analysis prove that organizational culture and motivation directly and indirectly influence employee performance and job satisfaction, the findings of organizational culture have a smaller coefficient on employee performance and job satisfaction compared to work motivation and based on analysis testing The path of organizational culture has a total value smaller than work motivation. So the results of the study concluded that organizational culture and motivation can increase job satisfaction and employee performance.Conclusion - All hypotheses this study are proven and can be accepted. Organizational Culture, work motivation has direct and indirect effects on employee performance and job satisfaction.Research Implications - It is hoped that the results of this study can contribute to knowledge and hospital management to pay attention to organizational culture and work motivation to improve employee performance and employee satisfaction at work.    

scholarly journals PERFORMANCE OF HUMAN RESOURCES DEVELOPMENT AGENCY (BPSDM) OF SOUTHEAST SULAWESI PROVINCE

2021 ◽  
Vol 4 (4) ◽  
Author(s):  
Abdul Kahar Muzakir Sinapoy
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Employee Performance ◽  
Sampling Technique ◽  
Total Sample ◽  
Human Resources Development ◽  
Work Culture ◽  
Scale Analysis ◽  
The Impact ◽  
Positive Effect

This study intends to analyze the impact of work culture and job satisfaction on employee performance at BPSDM Southeast Sulawesi Province. This type of research is explanatory research, with a total sample of 47 respondents. The sample size was determined based on the slovin method, the sampling technique was carried out directly. Data was taken using a questionnaire with a Likert scale. Analysis of the data by descriptive and multiple linear regression. The results of the research prove that work culture has a positive effect on employee performance with a significance number of 0, 000 and t is 43, 757 with a coefficient of 0, 74. Job satisfaction has a positive effect on employee performance with a significance number of 0, 000 and t is 82, 629 and a coefficient of 0, 93. Based on the results of data analysis, it is concluded that work culture and job satisfaction greatly affect employee performance. This shows that the two variables, both work culture and job satisfaction, have been tested to significantly affect employee performance.AbstrakPenelitian ini bermaksud untuk menganalisa akibat aspek budaya kerja serta kepuasan kerja terhadap kinerja pegawai di BPSDM Provinsi Sulawesi Tenggara.  Tipe penelitian merupakan eksplanatory research, dengan jumlah sampel sebesar 47 responden.  Besar sampel didetetapkan berdasarkan pada metode slovin, teknik penarikan  sampel dilakukan secara langsung. Data diambil menggunakan angket dengan skala likert.  Analisa data dengan cara deskriptif serta regresi linier berganda.  Hasil  riset membuktikan kalau budaya kerja mempengaruhi positif terhadap kemampuan pegawai dengan angka signifikansi 0, 000 serta t jumlah sebesar 43, 757 dengan angka koefisien 0, 74.  Kepuasan kerja mempengaruhi positif terhadap kinerja pegawai dengan angka signifikansi 0, 000 serta t jumlah sebesar 82, 629 serta angka koefisien 0, 93. Berdasarkan pada hasil analisa data, disimpulkan kalau budaya kerja serta kepuasan kerja sangat  mempengaruhi kinerja pegawai. Hal ini menunjukkan bahwa kedua variable tersebut, baik budaya kerja maupun kepuasan kerja teruji secara sognifikan mempengaruhi kinerja pegawai.

scholarly journals Impacting Factors on the Employees’ Performance during Acquisitions: A Study on KASB Bank into Bank Islami Pakistan Ltd

2019 ◽  
Vol 12 (4) ◽  
pp. 123
Author(s):  
Salar Hussain ◽  
Arjumand Bano Soomro ◽  
Arifa Bhutto ◽  
Sobia Shah ◽  
Shazia Shahab Shaikh
Keyword(s):  
Job Satisfaction ◽  
Organizational Change ◽  
Cultural Change ◽  
Banking Sector ◽  
Employee Performance ◽  
Primary Data ◽  
Equation Modeling ◽  
Independent Variables ◽  
Change Communication ◽  
The Impact

Employee performance has a huge effect on success of modern organization. Employees are considered as backbone for any organization that cannot be emulated from the competition, therefore employee performance should be considered major valuable resource. This study has focused on the banking sector where employees&rsquo; performance having huge impact on organization. For this purpose, we chose two banks from Pakistan for acquisition, one is Bank Islami Pakistan Ltd and second KASB Bank were chosen, their acquisition took place on 8th of May 2015. In this study, the employees&rsquo; performance was examined on the bases of few factors like an organizational cultural change, communication between the acquirer and target bank, organizational change managed by the acquirer firm, and job satisfaction of both the acquirer and the target banks&rsquo; employees. We collected the Primary data by using the questionnaire methodology where we collected data from 200 respondents of both banks representing the overall population of the acquirer bank and target bank. The findings of this study were interpreted with the help of Confirmatory Factor Analysis (CFA), and Structural Equation Modeling (SEM), which were used to find the impact of independent variables; cultural change, communication gap, organizational change and job satisfaction on dependent variable(s) which is employees&rsquo; performance. The outcome of our questionnaires data shows that proper management of independent variables can decrease the level of anxiety amongst employees, which affect the industry making a successful acquisition.

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