Anteseden Kepuasan Kerja dan Hubungan Kepusan Kerja dengan Loyalitas Karyawan (Studi pada Mitra PT. Gojek Indonesia di Surakarta)

The purpose of this study is to examine the relation of the antecedents job satisfaction and the relation of the job satisfaction with job loyalty. Specifically this research was done to the gojek partner in the region of Surakarta. Data in this study were collected through questionnaires distributed to respondents. The number of samples in this study is 125. Sampling technique used is purposive sampling. Method used in this study is Structural Equation Model (SEM). The test conducted are instrument test, model fit test, hypothesis test, and moderation effect test. The instrument used in this study is SmartPLS 3. The result of this study indicate that the antecedents of satisfaction are empowerment and participation, working condition, reward and recognition, teamwork, training and development have a positive relation on job satisfaction, and then job satisfaction is positively related to the job loyalty.

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Antecedents and Consequences of Browsing With Impulsiveness As Moderator

Media Riset Bisnis & Manajemen ◽

10.25105/mrbm.v19i2.5366 ◽

2019 ◽

Vol 19 (2) ◽

pp. 66

Author(s):

Valencia Valencia ◽

Ayu Ekasari

Keyword(s):

Structural Equation Model ◽

Structural Equation ◽

Hypothesis Test ◽

Sampling Technique ◽

Equation Model ◽

Marketing Manager ◽

Purposive Sampling ◽

Hedonic Value ◽

Utilitarian Value ◽

Antecedents And Consequences

Abstrak<div class="page" title="Page 1"><div class="layoutArea"><div class="column">Tujuan–Penelitian ini dilakukan untuk menentukan anteseden dan konsekuensi dari browsing dengan impulsif sebagai moderator.Desain/Metodologi/Pendekatan-Teknik pengambilan sampel dalam penelitian ini menggunakan purposive sampling. Data yang dikumpulkan dalam penelitian ini langsung dengan membagikan kuesioner kepada 210 responden yang melakukan. Uji hipotesis yang digunakan dalam penelitian ini adalah penggunaan SEM (Structural Equation Model). Hasil-Penelitian ini menunjukkan pengaruh utilitarian value, hedonic value dan browsing terhadap urge to buy impulsively. Studi ini menunjukkan bahwa impulsiveness memoderasi pengaruh utilitarian value, hedonic value pada browsing. Penelitian ini memiliki implikasi bagi manajer pemasaran belanja online dalam menciptakan dorongan untuk membeli secara impulsif pada konsumen. </div></div></div> AbstractPurpose –This study was conducted to determine antecedents and consequences of browsing with impulsiveness as moderator. The data collected in this study directly by distributing questionnaires to 210 respondents.Design/Methodology/Approach:The sampling technique in this study is using purposive sampling. Hypothesis test used inthis study is the use of SEM (Structural Equation Model).Originality/Value - This study shows the effect of utilitarian value, hedonic value, browsing to urge to buy impulsively. This study shows that impulsiveness moderates the influence of utilitarian value, hedonic value on browsing. This study have implications for the marketing manager online shopping in creating Urge to Buy Impulsively on the consumer.

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THE EFFECT OF ORGANIZATIONAL CULTURE AND LEADERSHIP UPON JOB SATISFACTION AND JOB PERFORMANCE OF THE EMPLOYEES (The study at PT Promed Farma, Sukabumi, West Java)

The Management Journal of Binaniaga ◽

10.33062/mjb.v2i02.139 ◽

2017 ◽

Vol 2 (02) ◽

pp. 21

Author(s):

Ratno .

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Job Performance ◽

Leadership Style ◽

Random Sampling ◽

Structural Equation ◽

Employee Performance ◽

Hypothesis Test ◽

Sampling Technique ◽

Equation Modelling

This study aims to examine the effect of the organizational culture and the leadership upon job satisfaction and job performance of the employees. The samples of this study are 125 employees of PT Promed Farma at the manufacturing division applying the proportional random sampling technique. And the hypothesis test has applied the Structural Equation Modelling (SEM) method. The Result of the Analysis has indicated that the organizational culture and the leadership have positively affecting job satisfaction. Organizational culture and job satisfaction have significantly and positively affected job performance of the employees, nevertheless, directly leadership has not significantly affected job performance of the employees. This research has proven that the organizational culture and the leadership have indirectly provided bigger effect upon job performance of the employees when it has been built up thru the highest level of job satisfaction. The variables of the organizational culture, leadership and job satisfaction have determined job performance of the employees which is 75% and the rest of 25% has been determined by other variables that have not been studied yet.Keywords: Organizational Culture, leadership style, job satisfaction and employee performance.

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PENGARUH KOMPENSASI DAN RESILIENSI TERHADAP KEPUASAN KERJA KARYAWAN

Jurnal Muara Ilmu Ekonomi dan Bisnis ◽

10.24912/jmieb.v4i1.7715 ◽

2020 ◽

Vol 4 (1) ◽

pp. 156

Author(s):

Utomo Kevin Tonnisen ◽

Mei Ie

Keyword(s):

Job Satisfaction ◽

Structural Equation Model ◽

Work Experience ◽

Structural Equation ◽

Sampling Technique ◽

Equation Model ◽

Probability Sampling ◽

Purposive Sampling ◽

Employee Job Satisfaction ◽

Positive Effect

Tujuan penelitian ini adalah untuk mengetahui ada tidaknya pengaruh kompensasi terhadap kepuasan kerja karyawan dan pengaruh resiliensi terhadap kepuasan kerja karyawan. Kepuasan kerja karyawan merupakan salah satu variabel yang paling banyak diteliti. Kepuasan kerja didefinisikan sebagai suatu keadaan emosional dialami karyawan, yang bersifat menyenangkan atau bersifat positif. Kepuasan kerja pada umumnya yang dihasilkan dari penilaian karyawan terhadap pengalaman kerja atau pekerjaannya. Dengan demikian, kepuasan kerja menunjukkan sikap positif umum karyawan terhadap pekerjaannya. Apabila karyawan merasa adanya kepuasan kerja, maka karyawan tersebut dapat lebih termotivasi untuk menghasilkan kinerja yang lebih baik. Kepuasan kerja dipengaruhi oleh banyak variabel. Dalam penelitian ini, variabel yang akan diteliti pengaruhnya terhadap kepuasan kerja karyawan adalah kompensasi dan resiliensi. Kompensasi merupakan total penghargaan atau hadiah yang diberikan perusahaan sebagai pembayaran atas hasil pekerjaan karyawan, sedangkan resiliensi merupakan suatu konsep yang menunjukkan kemampuan seseorang untuk mengatasi dan beradaptasi terhadap masa-masa sulit yang dihadapinya. Metode analisis data menggunakan Structural Equation Model (SEM) dengan alat analisis SmartPLS 3.0. Sampel diambil dengan metode non-probability sampling dan teknik purposive sampling. Sampel dalam penelitian sebanyak tigapuluh orang karyawan dengan kriteria merupakan karyawan yang masih aktif bekerja dan memiliki masa kerja minimal satu tahun. Hasil pengujian hipotesis menunjukkan bahwa adanya pengaruh positif kompensasi terhadap kepuasan kerja karyawan dan adanya pengaruh positif resiliensi terhadap kepuasan kerja karyawan. Kesimpulan penelitian ini adalah kompensasi berpengaruh terhadap kepuasan kerja dan resiliensi juga berpengaruh terhadap kepuasan kerja. Keterbatasan penelitisan ini adalah jumlah sampel yang sedikit sehingga pada penelitian mendatang, jumlah sampel penelitian dapat lebih ditingkatkan. The purpose of this study is to determine whether there is an effect of compensation on employee job satisfaction and the effect of resilience on employee job satisfaction. Employee job satisfaction is one of the most widely studied variables. Job satisfaction is defined as an emotional state experienced by employees, which is fun or positive. Job satisfaction in general results from employee evaluations of work experience or work. Thus, job satisfaction shows the general positive attitude of employees towards their work. If employees feel job satisfaction, then the employee can be more motivated to produce better performance. Job satisfaction is influenced by many variables. In this study, the variables that will be examined for their effects on employee job satisfaction are compensation and resilience. Compensation is the total award or prize given by the company as payment for the work of employees, while resilience is a concept that shows a person's ability to overcome and adapt to the difficult times they face. The data analysis method uses Structural Equation Model (SEM) with SmartPLS 3.0 analysis tools. Samples were taken by the non-probability sampling method and purposive sampling technique. The samples in this study were thirty employees with the criteria are employees who are still actively working and have a minimum working period of one year. The results of hypothesis testing indicate that there is a positive effect of compensation on employee job satisfaction and a positive effect of resilience on employee job satisfaction. The conclusion of this study is that compensation has an effect on job satisfaction and resilience also has an effect on job satisfaction. The limitation of this research is the small number of samples so that in future studies, the number of research samples can be further increased.

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Peran Pemediasi Motivasi pada Pengaruh Komitmen Organisasional dan Komitmen Profesional terhadap Kepuasan Kerja Auditor

Jurnal Riset Akuntansi & Perpajakan (JRAP) ◽

10.35838/jrap.2016.003.02.12 ◽

1970 ◽

Vol 3 (02) ◽

pp. 149-160

Author(s):

Ardiani Ika Sulistyawati

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Structural Equation ◽

Hypothesis Test ◽

Equation Model ◽

Jel Classification ◽

Professional Commitment ◽

Central Java ◽

Employment Satisfaction ◽

Or Organization

A B S T R A C T Job satisfaction is very important for any profession, is no exception for professional auditors. Job satisfaction auditors increasingly paid attention to improving the performance of the company or organization so that objectives can be achieved. Many factors can increase job satisfaction, one of which is commitment. The commitment itself is divided into two organizational commitment and professional commitment. How far the influence of commitment on job satisfaction at the re-test in this study with the motivation as an intervening variable. The samples totaling 160 public accountant who worked at Public Accounting Firm (KAP) in Central Java. The method of analysis used path analysis using structural equation model. The hypothesis test result showed that organizational commitment and professional commitment have a significant influence on job satisfaction and motivatioan, motivation has a significan influence on job satisfaction. But contrary to the organizational commitment and professional commitment has no significant effect on employment satisfaction through motivation. A B S T R A K Kepuasan kerja sangat penting untuk profesi apa pun, tidak terkecuali bagi auditor profesional. auditor kepuasan kerja semakin memperhatikan meningkatkan kinerja perusahaan atau organisasi sehingga tujuan dapat dicapai. Banyak faktor yang dapat meningkatkan kepuasan kerja, salah satunya adalah komitmen. Komitmen itu sendiri dibagi menjadi dua komitmen organisasi dan komitmen profesional. Seberapa jauh pengaruh komitmen terhadap kepuasan kerja di re-test dalam penelitian ini dengan motivasi sebagai variabel intervening. Sampel berjumlah 160 akuntan publik yang bekerja di Kantor Akuntan Publik (KAP) di Jawa Tengah. Metode analisis yang digunakan analisis jalur menggunakan model persamaan struktural. Hasil uji hipotesis menunjukkan bahwa komitmen organisasi dan komitmen profesional memiliki pengaruh yang signifikan terhadap kepuasan kerja dan motivatioan, motivasi memiliki pengaruh signifikan terhadap kepuasan kerja. Tapi bertentangan dengan komitmen organisasi dan profesional komitmen tidak berpengaruh signifikan terhadap kepuasan kerja melalui motivasi. JEL Classification: H83, L44

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ANALISIS PENGARUH KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASI PADA STAF AKUNTANSI DAN KEUANGAN

JURNAL INFORMASI, PERPAJAKAN, AKUNTANSI, DAN KEUANGAN PUBLIK ◽

10.25105/jipak.v8i1.4510 ◽

2019 ◽

Vol 8 (1) ◽

pp. 13

Author(s):

Anugerah Putri Suciati ◽

Christina Dwi Astuti

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Human Resources ◽

Structural Equation ◽

Working Condition ◽

Hypothesis Test ◽

Equation Model ◽

Manufacturing Companies ◽

Company Policy ◽

Staff Commitment

Human resources in an organization are a crucial aspect that determined the effectiveness of it. The implication is that an organization needs to always investing by making the human resources, in this case is the staff to be satisfaction while working. On the other side, the staff commitment in organization is an important thing and the companies have to pay serious attention for it. From the statement above, question like is there any impact of job satisfaction to organizational commitment If demographic became the characteristic that affect internal, external, and general job satisfaction, and is there any impact of job satisfaction to commitment organizational if three components as the indicator of commitment organizational; policy, compensatio4 and working condition appears. Data is gotten by giving 150 questionnaires to accounting and financial staff in manufacturing companies in Bekasi and Jakarta area. The technique to take samples is using a convenience sampling method. This research using Structural Equation Model—SEM for hypothesis test that shows there is an impact from several demographic factors to intrinsic, extrinsic, and general job satisfaction. And there is an impact of job satisfaction to organizational commitment f or company policy, compensation and working condition indicators

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BUDAYA ORGANISASI, INSENTIF, KEPUASAN KERJA, DAN KINERJA KARYAWAN PADA PT AVRIST ASSURANCE

Jurnal Manajemen ◽

10.24912/jm.v19i1.106 ◽

2017 ◽

Vol 19 (1) ◽

pp. 74

Author(s):

Iha Haryani Hatta ◽

Widarto Rachbini

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Structural Equation Model ◽

Structural Equation ◽

Employee Performance ◽

Sampling Technique ◽

Equation Model ◽

Total Effect

Tujuan penelitian ini adalah untuk mengetahui pengaruh budaya organisasi dan insentif terhadap kepuasan kerja dan kinerja karyawan. Penelitian dilakukan di PT Avrist Assurance, dengan menggunakan 211 karyawan sebagai responden.Teknik pengambilan sampel dalam penelitian ini dilakukan secara acak sederhana. Analisis dilakukan dengan Structural Equation Model (SEM) menggunakan Lisrel 8.5. Hasil penelitian menemukan adanya pengaruh yang signifikan antarabudaya organisasi dan insentif terhadap kepuasan kerja dan kinerja karyawan, serta pengaruh yang signifikan antarakepuasan kerja terhadap kinerja karyawan. Pengaruh total budaya organisasi terhadap kepuasan kerja dan kinerja karyawan lebih dominan daripada pengaruh total insentif terhadap kepuasan kerja dankinerja karyawan.The purpose of this study was to determine the effect of organizational culture and incentive on job satisfaction and employees’ performance. The study was conducted in PT Avrist Assurance, using 211 employees as respondents. The sampling technique in this research is simple random. The analysis was performed with Structural Equation Model (SEM) using Lisrel 8.5. The study found that organizational culture and incentives significantly affect job satisfaction and employees’ performance. Moreover, job satisfaction significantly affect employees’ performance. The total effect of organizational culture on Job Satisfaction and employee performance is more dominant than the total effect of incentives on Job Satisfaction and employee performance.

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Forced Zero Cross-Loading Misspecifications in Measurement Component of Structural Equation Models

Methodology ◽

10.1027/1614-2241/a000084 ◽

2014 ◽

Vol 10 (4) ◽

pp. 138-152 ◽

Cited By ~ 5

Author(s):

Hsien-Yuan Hsu ◽

Susan Troncoso Skidmore ◽

Yan Li ◽

Bruce Thompson

Keyword(s):

Structural Equation ◽

Structural Model ◽

Structural Equation Models ◽

Equation Model ◽

Model Fit ◽

Model Specification ◽

Simulation Design ◽

Measurement Models ◽

Fit Statistics ◽

Path Coefficients

The purpose of the present paper was to evaluate the effect of constraining near-zero parameter cross-loadings to zero in the measurement component of a structural equation model. A Monte Carlo 3 × 5 × 2 simulation design was conducted (i.e., sample sizes of 200, 600, and 1,000; parameter cross-loadings of 0.07, 0.10, 0.13, 0.16, and 0.19 misspecified to be zero; and parameter path coefficients in the structural model of either 0.50 or 0.70). Results indicated that factor pattern coefficients and factor covariances were overestimated in measurement models when near-zero parameter cross-loadings constrained to zero were higher than 0.13 in the population. Moreover, the path coefficients between factors were misestimated when the near-zero parameter cross-loadings constrained to zero were noteworthy. Our results add to the literature detailing the importance of testing individual model specification decisions, and not simply evaluating omnibus model fit statistics.

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The Influence of Leadership Style, Work Environment on Job Satisfaction and Employee Performance at PT. Khrisna Multi Lintas Cemerlang

International Journal of Contemporary Research and Review ◽

10.15520/ijcrr/2018/9/03/459 ◽

2018 ◽

Vol 9 (03) ◽

pp. 20544-20552

Author(s):

Ni Putu Rista Kusumadewi ◽

I Nengah Sudja ◽

I Wayan Sujana

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

Leadership Style ◽

Structural Equation ◽

Employee Performance ◽

Equation Model ◽

Partial Least Square ◽

Least Square ◽

High Knowledge ◽

Research Population

This study aims to examine and analyze the relationship between leadership style, work environment, job satisfaction and employee performance. This research was conducted at PT. Khrisna Multi Lintas Cemerlang with the research population were all employees who work in the company. All data obtained from questionnaires were suitable for use, then were analyzed by using structural equation model based on variant analysis which is known as Partial Least Square (PLS). The result of this research shows that the leadership style has positive and significant effect on employee performance, the work environment has positive and significant effect on employee performance, the leadership style has positive and significant effect on job satisfaction, the work environment has positive and significant effect on job satisfaction and job satisfaction has positive and significant on employee performance. The implication of this research was that the leadership needs to give freedom to subordinate to express their opinions, the workplace air temperature was well regulated, the work that was charged according to the ability and expertise, always guided by the company standard in carrying out each task and the employee has high knowledge in solving problem

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Effect of Motivation to Employee Performance which was Mediatied by Work Satisfaction in PT Smailing Tour Denpasar

International Journal of Contemporary Research and Review ◽

10.15520/ijcrr/2018/9/08/569 ◽

2018 ◽

Vol 9 (08) ◽

pp. 20959-20973

Author(s):

Benediktus Ignasius Tani Raka ◽

Anik Yuesti ◽

Nengah Landra

Keyword(s):

Job Satisfaction ◽

Structural Equation Model ◽

Structural Equation ◽

Employee Performance ◽

Work Satisfaction ◽

Equation Model ◽

Partial Least Square ◽

Least Square ◽

Pls Analysis ◽

Permanent Employees

This study aims is to test and analyze the influence of motivation on employee performance mediated by job satisfaction. This research was conducted at PT Smailing Tour Denpasar with population and research sample of all permanent employees that is 90 people. All data obtained from the kuisoner distribution is feasible to be used, then analyzed using a variance based structural equation model known as Partial Least Square (PLS) analysis. The result of the research shows that (1) the motivation has positive and significant effect on the employee's performance, (2) the motivation has positive and significant effect on the job satisfaction, (3) the job satisfaction has positive and significant effect to the employee's performance; (4) the motivation has positive and significant effect on employee performance through job satisfaction. The implication of this research is that motivation can be improved by taking into account the need for workplace environment to improve employee performance, job satisfaction can be improved by paying attention to the work itself in order to increase employee performance. Employee performance can be improved by taking into account the effectiveness of employees.

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Is Professional Commitment The Reason For Turnover Intentions of IT Professionals?

ADVANCES IN BUSINESS RESEARCH INTERNATIONAL JOURNAL ◽

10.24191/abrij.v5i1.9998 ◽

2019 ◽

Vol 5 (1) ◽

pp. 124

Author(s):

Mohamed Buhari Mufitha ◽

Su Teng Lee ◽

Chen Chen Yong

Keyword(s):

Job Satisfaction ◽

Structural Equation ◽

Turnover Intentions ◽

Equation Model ◽

Professional Commitment ◽

Turnover Rates ◽

It Professionals ◽

Professional Advancement ◽

Software Engineers ◽

Job Satisfactions

Compared to others, professionals share distinguish workplace characteristics: one such is the high commitment to the professions over to working organizations. Information Technology (IT) professionals demonstrate higher turnover rates compared to others: their commitments to the profession has been suspected as a source of turnover. Considering their job satisfactions the present study aimed to investigate the influence of professional commitment on IT professionals’ turnover intentions. Data were collected from a sample of software engineers from Sri Lank using a survey questionnaire. The results of the structural equation model analysis concluded that professional commitment weakens IT professionals’ turnover intentions, which is partially mediated by job satisfaction. Professional commitment stimulates IT professionals’ job satisfaction. The findings challenge the presumption that IT professionals leave their organizations due to high commitments to the profession. Few factors were identified as significant in their job satisfactions: supervision, co-workers and work design. Pay and promotions were the least influencing job satisfaction factors. Managers may employ few strategies in their retention strategies: facilitate professional advancement needs within organizations, closely monitor supervision activities occurs and provide challenging and meaningful jobs. The study contributes to the turnover literature through empirical evidence on the influence of professional commitment on knowledge workers’ turnover intentions.

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