scholarly journals PENGARUH KOMPENSASI FINANSIAL, PROMOSI JABATAN TERHADAP KEPUASAN KERJA UNTUK MENINGKATKAN KINERJA PEGAWAI DI UNIVERSITAS JENDERAL SOEDIRMAN

2017 ◽  
Vol 1 (1) ◽  
pp. 29
Author(s):  
Eko Sumanto ◽  
Wahyuningrat Wahyuningrat
Keyword(s):  
Job Satisfaction ◽  
Statistical Analysis ◽  
Significant Influence ◽  
User Satisfaction ◽  
Employee Satisfaction ◽  
Quantitative Methods ◽  
Employee Performance ◽  
Financial Compensation ◽  
Educational Staff ◽  
Positive Effect

The performance of educational staff becomes an important element in the institution. Based on the previous research, it can be concluded that the level of user satisfaction either from students (external) or from employees within Unsoed (Internal) categorized at the level of quite satisfied. Therefore, more efforts need to be done in order to improve the performance of educational staff. The research model using analysis with the following hypotheses, H1: Financial compensation has positive effect on employee satisfaction, H2: Promotion has positive effect on employee satisfaction, H3: Financial compensation has positive effect on employee performance, H4: Promotion has positive effect on performance employees, and H5: job satisfaction has positive influence on employee performance. This research was conducted in Jenderal Soedirman University (Unsoed), using quantitative methods. The research target was all education personnel in all unit in Unsoed with a total sample of 256 respondents. Data were collected using a questionnaire and then analyzed using statistical analysis. The result from the statistical analysis showed that the financial compensation was in a good category. Financial compensation has a significant influence on job satisfaction that is equal to 0.578. The promotion has been perceived as a good thing by the employees, and promotion has a significant influence on job satisfaction statistically which is equal to 0.545. Financial compensation has a significant influence on employee performance that is equal to 0.845. The promotion has a significant influence on employee performance that is equal to 0.680, statistically. The employees experienced a good job satisfaction, which encourages them to work better. Statistically, job satisfaction has a significant influence on employee performance that is equal to 0.730. The influence of financial compensation to the employees' performance was increased from 49.9 percent to 69.5 after job satisfaction variables included as mediating variable. The result of Sobel test confirmed that job satisfaction was capable to mediate the influence of financial compensation to the employee performance, significantly. The influence of promotion to employee performance was increased from 42 percent to 64.7 percent after included job satisfaction as mediating variable. Sobel test showed that that job satisfaction was capable to mediate the influence of promotion to employee performance, significantly.

scholarly journals PENGARUH KOMPENSASI DAN MOTIVASI TERHADAP KINERJA KARYAWAN DENGAN KEPUASAN KARYAWAN SEBAGAI VARIABEL INTERVENING PADA PT BANK NEGARA INDONESIA CABANG BATAM

2018 ◽  
Vol 6 (2) ◽  
pp. 12
Author(s):  
Heryenzus Heryenzus ◽  
Restui Laia
Keyword(s):  
Job Satisfaction ◽  
Path Analysis ◽  
Significant Influence ◽  
Employee Satisfaction ◽  
Employee Performance ◽  
Analysis Method ◽  
Research Results ◽  
Fair Compensation ◽  
Positive Effect

This study aims to determine the effect of compensation, motivation, compensation on employee performance, employee performance motivation and to determine the effect of job satisfaction on employee performance at PT. Bank Negara Indonesi Batam Branch. This study uses saturated samples for all employees at PT. Bank Negara Indonesi Batam Branch. Analysis method of this research using path analysis. Based on the results of the analysis found that compensation has a positive effect on job satisfaction, motivation has a positive and significant effect on job satisfaction, compensation has a positive and significant impact on employee performance, motivation has a positive and significant impact on employee performance, job satisfaction has a positive and significant influence on performance and employee satisfaction. Working mediates the effect of compensation and motivation on employee performance. Based on research results, PT. Bank Negara Indonesi Batam Branch. Should be fair compensation, motivate employees with promotion.

Pengaruh Kecerdasan Emosional Dan Kecerdasan Spiritual Pada Kepuasan Kerja Yang Berdampak Terhadap Kinerja Karyawan PT. Madu Baru Bantul, Yogyakarta

2018 ◽  
Vol 26 (1) ◽  
pp. 13-29
Author(s):  
Erlangga Arya Mandala ◽  
Faresti Nurdiana Dihan
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Statistical Analysis ◽  
Significant Influence ◽  
Significant Relationship ◽  
Research Method ◽  
Quantitative Method ◽  
Employee Performance ◽  
Spiritual Intelligence ◽  
Employee Job Satisfaction

The Emotional intelligence, spiritual intelligence and job satisfaction to be part of the factors that influence performance. The purpose of this study was to determine the effect of emotional intelligence and spiritual intelligence on the performance through job satisfaction as an intervening variable partially and simultaneously. This study also aimed to determine the effect of emotional intelligence and spiritual intelligence on the performance through job satisfaction as an intervening variable directly and indirectly. This study was conducted to 77 respondents employees of PT. Madu Baru, Yogyakarta. The research method used is quantitative method uses statistical analysis and descriptive. The results of this study are (1) there is a significant effect of emotional intelligence on employee job satisfaction. (2) there is a significant influence of spiritual intelligence on employee job satisfaction. (3) There is a significant relationship between emotional intelligence and spiritual intelligence on job satisfaction. (4) There is a significant relationship between emotional intelligence on employee performance. (5) There is a significant relationship between spiritual intelligence on employee performance. (6) There is a significant relationship between emotional intelligence and spiritual intelligence on employee performance. (7) There is a significant relationship between job satisfaction on employee performance. (8) There is an indirect effect of emotional intelligence on the performance of employees through job satisfaction. (9) There is the indirect influence of spiritual intelligence on the performance of employees through job satisfaction. Keywords: emotional intelligence, spiritual intelligence, job satisfaction and employee performance

scholarly journals The Influence of Organizational Culture, Leadership Style, Financial Compensation, Employee Engagement on Work and Its Impact on the Performance of SMK Inc.

2021 ◽  
Vol 3 (3) ◽  
pp. 107-122
Author(s):  
Suryono Efendi ◽  
Edi Sugiono ◽  
Luthfi Arifin Saleh
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Hypothesis Testing ◽  
Employee Engagement ◽  
Leadership Style ◽  
Employee Satisfaction ◽  
Employee Performance ◽  
Primary Data ◽  
Financial Compensation ◽  
Insignificant Effect

The purpose of this study was to determine the effect of organizational culture, leadership style, financial compensation, employee engagement on job satisfaction, and its impact on employee performance at SMK Inc. This research belongs to the type of quantitative research using an Explanatory Survey design to explain the relationship between two or more variables through hypothesis testing. Furthermore, the method used is descriptive and verification. The variables in this study are divided into 1) independent variables, 2) intervening variables, and 3) dependent variables. The data used in this study are primary data and secondary data. The data collection techniques used in this study were field research methods, literature study methods, and variable measurement (using a Likert scale). The data test in this study used discriminant validity tests, reliability tests, and hypothesis testing (t-statistics). Based on the results of data processing, it can be concluded that: 1) Testing the first hypothesis that Organizational Culture, Leadership Style, Financial Compensation have a positive and significant impact on job satisfaction at SMK Inc.; 2) Testing the fourth hypothesis that employee engagement has a positive and insignificant effect on job satisfaction at SMK Inc.; 3) Testing the fifth hypothesis. Organizational culture, Leadership Style, has a positive and significant effect on employee performance at SMK Inc.; 4) Financial compensation, Employee Engagement, Satisfaction has a positive and insignificant effect on employee performance at SMK Inc.; 5) Organizational culture has a positive and significant influence on employee performance through employee satisfaction at SMK Inc.; 6) Leadership style and Employee Engagement have no significant effect on employee performance through Employee Satisfaction at SMK Inc., and 7) Testing the twelfth hypothesis. Financial compensation has a positive and significant effect on employee performance through employee satisfaction at SMK Inc.

THE INFLUENCE OF ORGANIZATIONAL CULTURE AND LEADERSHIP TO JOB SATISFACTION AND ITS IMPACT ON EMPLOYEE PERFORMANCE OF OFFICE OF RELIGIOUS AFFAIRS IN CILACAP DISTRICT

2018 ◽  
Vol 15 (2) ◽  
pp. 163-189
Author(s):  
Maman Sulaeman
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Human Resources ◽  
Path Analysis ◽  
Employee Satisfaction ◽  
Employee Performance ◽  
The Future ◽  
Met Expectations ◽  
Positive Effect

Achievement of KUA performance in Cilacap Regency has not met expectations. These conditions can be improved and need to be evaluated and research on the quality of human resources so that policies taken in the future can improve the performance of employees and minimize factors that can reduce employee performance. The purpose of this study is to determine the influence of organizational culture and leadership on job satisfaction and its impact on employee performance. The method used is path analysis, which is to get the picture, relationship pattern and influence of research variables that have been determined. The result showed that organizational culture had a positive effect on employee satisfaction of 73.4%. Leadership positive effect on employee satisfaction of 73.4%. Organizational culture and leadership have a positive effect on employee satisfaction of 75.7%. Organizational culture and leadership through a positive effect on employee performance through employee satisfaction of 85.2%.

scholarly journals Pengaruh Teamwork terhadap Kinerja Karyawan melalui Job Satisfaction

2021 ◽  
Vol 9 (3) ◽  
pp. 954-965
Author(s):  
Dini Hariani Octavia ◽  
Budiono Budiono
Keyword(s):  
Job Satisfaction ◽  
Statistical Analysis ◽  
Significant Influence ◽  
Random Sampling ◽  
Employee Performance ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Quantitative Approach

This research aims to examine and analyze the effect of teamwork on employee performance through employees' job satisfaction at PT. Jasa Raharja Cabang Jawa Timur. This research is causality research with a quantitative approach. The population in this research is 159 employees. The sample was collected through a random sampling technique and obtained 62 respondents”the statistical analysis using Partial Least Square with SmartPLS 3.0. The results show that teamwork has a positive and significant influence on employee performance, teamwork has a positive and significant influence on job satisfaction. Job satisfaction has a positive and significant influence on employee performance. Teamwork has no significant influence on employee performance through job satisfaction. Companies can encourage employees to do teamwork by creating teams to complete tasks.

scholarly journals Analisis Pengaruh Kepuasan Kerja, Komitmen Organisasi, dan Keterlibatan Kerja Pada Kinerja Karyawan Bank Muamalat Surakarta

2020 ◽  
Vol 6 (3) ◽  
pp. 703
Author(s):  
Agus Marimin ◽  
Harun Santoso
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Significant Influence ◽  
Quantitative Method ◽  
Employee Performance ◽  
Sampling Technique ◽  
Job Involvement ◽  
Analysis Technique ◽  
Positive Effect ◽  
Research Type

The purpose of this study was to examine the positive effect of job satisfaction, organizational commitment, and job involvement on employee performance at Bank Muamalat Surakarta. This research methodology using explanatory research type, the researcher conducted a survey and jumped into the research location by giving questionnaires to the employees of Bank Muamalat Surakarta directly. This study uses a quantitative method, where this method is used to test the hypothesis. The population of this research is all employees of Bank Muamalat Surakarta as many as 60 people as well as the research sample. The sampling technique used total sampling technique, where the number of samples was the same as the population. The data analysis technique used multiple regression analysis, t test, F test, and R2 test. The results showed that there was a significant influence between job satisfaction factors (X1) on the employee performance of Bank Muamalat Surakarta, there was a significant influence between organizational commitment factors (X2) on the employee performance of Bank Muamalat Surakarta, there was a significant influence between job involvement factors (X3) on the performance of employees of Bank Muamalat Surakarta.

scholarly journals The Influence of Organizational Culture and Work Environment on Employee Performance Through Job Satisfaction in Pratama Tax Service Office Pasuruan

2021 ◽  
Vol 1 (7) ◽  
pp. 527-549
Author(s):  
Surya Adhi Candra
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Statistical Analysis ◽  
Data Collection ◽  
Work Environment ◽  
Significant Influence ◽  
Employee Performance ◽  
Direct Influence ◽  
Path Analysis Approach ◽  
Research Type

The purpose of this study was to determine the effect of organizational culture and work environment on employee performance through job satisfaction. This research is a survey research using explanatory research type. The sample used was 106 respondents from the Pasuruan Pratama Tax Service Office. The sample in this study is the same as the population of data collection by means of a census. Statistical analysis used is Path Analysis approach. Calculation of the estimated values of the parameters is carried out with the help of the SPSS application. The results of the study show that: i) Organizational culture directly has a positive and significant influence on job satisfaction; ii) the work environment has no direct influence on job satisfaction; iii) Organizational culture directly has a positive and significant influence on employee performance; iv) work environment has no direct influence on employee performance v) job satisfaction has a positive and significant influence on employee performance; vi) organizational culture indirectly has an influence on employee performance through job satisfaction; (vii) the work environment does not indirectly have an influence on employee performance through job satisfaction.Effectiveness while the remaining 35.1% is influential with other factors not examined by the authors in this study.

scholarly journals Analisis Model Struktural Hubungan Pelatihan, Pemberdayaan, Kepuasan Kerja dan Kinerja Karyawan

2020 ◽  
Vol 9 (1) ◽  
pp. 81-92
Author(s):  
Meilan Sugiarto ◽  
Marni Ningsih ◽  
Lukmono Hadi
Keyword(s):  
Job Satisfaction ◽  
Employee Satisfaction ◽  
Positive Impact ◽  
Employee Performance ◽  
Decisive Role ◽  
Study Data ◽  
Employee Empowerment ◽  
Coaching Methods ◽  
The Impact ◽  
Positive Effect

Employee performance has a crucial and decisive role in achieving an organization's success. This research conducted at PT. Madubaru Yogyakarta to investigate the impact of training that employees have participated in and empowerment on performance mediated by job satisfaction. Fifty employees of PT. Madubaru Yogyakarta used as a sample during this study. Data analysis and hypothesis testing using SEM-PLS 3.2.8. This study found that training that had been attended by employees and empowerment had a significant positive effect on performance, yet as on job satisfaction. Job satisfaction alone features a significant positive impact on performance. Indirectly, job satisfaction is in a position to mediate the effect of training and individual empowerment on indirect performance, and the indirect effect is essential and decisive. PT. Madubaru Yogyakarta is suggested within the use of coaching methods to be more accurate in order to achieve the training objectives and therefore the direction of employee empowerment is more emphasized on improving performance instead of merely increasing employee satisfaction at work. Realize the targets set by the corporate within the future, the amount of employee satisfaction at work and current performance still has to be improved in order that employee contributions recover.Kinerja karyawan memiliki peran penting dan menjadi penentu untuk mencapai kesuksesan suatu organisasi, Penelitian ini dilakukan di PT. Madubaru Yogyakarta untuk menganalisis dampak pelatihan yang pernah diikuti karyawan dan pemberdayaan terhadap kinerja yang dimediasi oleh kepuasan kerja. Limapuluh karyawan PT. Madubaru Yogyakarta dijadikan sampel dalam penelitian ini. Analisis data dan pengujian hipotesis menggunakan SEM-PLS 3.2.8. Penelitian ini menemukan bahwa pelatihan yang pernah diikuti karyawan maupun pemberdayaan berdampak signifikan yang positif terhadap kinerja, demikian pula terhadap kepuasan kerja. Kepuasan kerja sendiri, memiliki dampak signifikan yang positif terhadap kinerja. Secaara tidak langsung, kepuasan kerja mampu menjembatani pengaruh pelatihan maupun pemberdayaan secara individual terhadap kinerja secara tidak langsung, pengaruh tidak langsung tersebut bersifat signifikan dan positif. PT. Madubaru Yogyakarta disarankan dalam penggunaan metode pelatihan untuk lebih akurat agar tujuan pelatihan dapat tercapai serta arah pemberdayaan karyawan lebih ditekankan pada peningkatan kinerja bukan sekedar meningkatkan rasa puas karyawan dalam bekerja. Untuk mencapai target yang ditetapkan perusahaan di masa depan, maka tingkat kepuasan karyawan dalam bekerja maupun kinerja yang ada saat ini masih perlu ditingkatkan agar kontribusi karyawan semakin baik.

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.

DO REALLY EMOTIONAL QUOTIENT AND SPIRITUAL QUOTIENT AFFECT ON EMPLOYEE PERFORMANCE?

2017 ◽  
Vol 1 (1) ◽  
pp. 33-37
Author(s):  
Shofia Amin ◽  
Nany Mawaddah
Keyword(s):  
Emotional Intelligence ◽  
Statistical Analysis ◽  
Least Squares ◽  
Work Performance ◽  
Employee Performance ◽  
Spiritual Intelligence ◽  
Path Modeling ◽  
Emotional Quotient ◽  
High Level ◽  
Positive Effect

The main purpose of this study is to examine the effect of emotional quotient on work performance, and the effect of spiritual quotient on work performance at BPMPPT of Jambi City. Using 68 employees as respondent, the data were collected by distributing questionnaire and analyzed by using partial least squares path modeling (PLS-SEM). The results of the analysis show that overall emotional intelligence and spiritual intelligence employee BPMPPT Jambi city is at a high level of quotient. While employee performance BPMPPT Jambi city is at a level of performance was enough. The statistical analysis shows that partially and simultantly emotional quotient and spiritual quotient has significant and positive effect on employee performance. Keywords: Emotional Quotient, Spiritual Quotient, Performance

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