scholarly journals Effect of training and compensation of employee performance medicated by job satisfaction

2019 ◽  
Vol 6 (6) ◽  
pp. 95-103
Author(s):  
Komang Richa Diah Diliantari ◽  
I Gst. A. Manuati Dewi
Keyword(s):  
Job Satisfaction ◽  
Employee Performance ◽  
Knowledge And Skills ◽  
Operational Conditions ◽  
Employee Job Satisfaction ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect ◽  
Research Analysis

The purpose of this study was to determine the impact of training and compensation on employee performance through employee job satisfaction by using 125 respondents as a basis for research analysis. The results showed that training and compensation had a significant positive effect on employee performance and job satisfaction is known to mediate the relationship of training on employee performance and compensation on employee performance at Belmond hotel partially. The findings in this study provide the implication that to improve employee performance in order to achieve the company's expected targets, the things that need to be considered in terms of job satisfaction with performance is the way employees can see opportunities and rewards, the nature of the job itself, supervision or supervisor, benefits, operational conditions of employees, and coworkers as a positive incentive to work. Improvements in knowledge and skills relevant to the work in each department as well as experienced in the training also need to be considered. Increasing compensation for salaries, benefits and incentives can increase their understanding of satisfaction with work results achieved by an employee.

The Effect of Leadership Style and Organizational Culture on Employee Performance Through Job Satisfaction as an Intervening Variable at Telkom Indonesia Regional VII Division

2019 ◽  
Vol 1 (3) ◽  
pp. 37-50
Author(s):  
Ilham Himawan ◽  
Idrus Taba ◽  
Andi Reni
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Leadership Style ◽  
Employee Performance ◽  
Primary Data ◽  
Full Time ◽  
Relationship Of ◽  
The Relationship ◽  
Intervening Variables ◽  
Positive Effect

This study aims to determine the relationship of leadership style and organizational culture on employee performance through job satisfaction as intervening variables in Telkom Indonesia Regional VII Division. The population of the study is based on managerial & staff job positions consisting of 62 respondences from 161 full-time employees of Indonesia state-owned telecommunication company, Telkom Indonesia Regional VII Division. This research used quantitive methods. The primary data were collected by the questionnaire as the instrument to prove the results of the study. By using Smart Partial Least Squares (PLS), the analysis of collected data revealed and to test the hypotheses. According to the findings of this research supported the positive effect of leadership style, organizational culture, and job satisfaction through employee performances. The hypotheses analysis in the study has no significant effect of leadership style on employee performance, whereas job satisfaction as partial mediating.

scholarly journals Daya Inovasi Pada Kinerja Karyawan

2021 ◽  
Vol 1 ◽  
pp. 143-152
Author(s):  
Ferri Kuswantoro
Keyword(s):  
Job Satisfaction ◽  
Employee Performance ◽  
Team Work ◽  
Significant Positive Effect ◽  
Employee Job Satisfaction ◽  
Managerial Training ◽  
Main Support ◽  
The Relationship ◽  
Positive Effect

Innovation is the main support especially in improving employee performance. Many studies had explained the importance of managerial training and team work in pursuing growth. However, studies that explained how the role of innovation in driving the relationship between training and teamwork on employee job satisfaction are rare. The purpose of this research is to examine the role of innovativeness in driving the relationship between training and team work on employee job satisfaction. Using a sample of 165 respondents with questionnaire from employees in general supported by AMOS version 24 the results of the study showed that there was a significant positive effect between teamwork on the innovativeness and employee job satisfaction. There was a significant positive effect between the relationship of innovativeness on employee job satisfaction but there was no significant positive effect between managerial training on the innovativeness and employee job satisfaction. The final result indicated that the innovativeness partially mediated a significant positive relationship between teamwork and employee job satisfaction.

scholarly journals Job satisfaction moderate in self-leadership on job performance

2019 ◽  
Vol 6 (6) ◽  
pp. 270-277
Author(s):  
I Nyoman Adi Setya Darma ◽  
Ida Bagus Ketut Surya ◽  
I Gusti Made Suwandana
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Significant Positive Effect ◽  
Employee Job Satisfaction ◽  
Research Relationship ◽  
Analysis Technique ◽  
Relationship Of ◽  
Positive Effect ◽  
Research Analysis

The purpose of this study is to analyze the effect of self-leadership on employee job satisfaction and to analyze the role of job satisfaction in moderating the effect of self-leadership on job performance. This study was classified as associative research (relationship) of self-leadership, job performance and job satisfaction at Tjendana Villa Seminyak with 56 respondents. This research analysis technique uses the Moderated Regression Analysis (MRA) Test. The implication of this research can be a company reference to design regulations and policies to improve job satisfaction by taking the Leadership and Job performance that may occur. Based on the results of the research analysis and the results of the discussion, the conclusions of this study are as follows, Self-leadership has a significant positive effect on job performance. Job satisfaction has a significant positive effect on job performance. Job satisfaction strengthens the effect of leadership on job performance.

scholarly journals The relationship of workplace spirituality, organizational commitment on employees performance, and job satisfaction as moderating variable

2021 ◽  
Vol 21 ◽  
pp. 611-619
Author(s):  
Iqbal Robbie ◽  
Kenny Roz
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Performance ◽  
Workplace Spirituality ◽  
Analysis Tool ◽  
Workplace Conditions ◽  
Internal Integration ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

An organization is a social system that includes a complex set of human interactions with the surrounding community, as well as their relationships with one another and with the outside world. If the climate or workplace conditions support the organization's internal integration process, it will function smoothly. All of these components interact in the system to make it work well. The purpose of this study is to see how the relationship between workplace spirituality and organizational commitment to employee performance is influenced by job satisfaction as a moderating variable of workplace spirituality's impact on employee performance. Questionnaires and in-depth interviews were used to collect data from 177 employees of Islamic banks in East Java Province. The Smart PLS analysis tool is used to process the collected data. The study's findings show that workplace spirituality has a positive and significant impact on employee performance, organizational commitment has no impact on performance, and employee contentment can be moderated by enhancing the impact of workplace spirituality on employee performance

scholarly journals The Relationship among Emotional Leadership, Job Satisfaction and Organizational Commitment: Taking China’s Hotel Industry as an Example

2020 ◽  
Vol 218 ◽  
pp. 04014
Author(s):  
Yixing Jin ◽  
Peiying Wu ◽  
Cheng Lin ◽  
Yingda Wang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Hotel Industry ◽  
Mediating Role ◽  
Positive Effects ◽  
Emotional Leadership ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

This study investigated the impact of emotional leadership of leaders on organizational commitment of hotel employees, as well as the mediating role of job satisfaction. The results indicate that: (1) Emotional leadership and job satisfaction have positive effects on organizational commitment. (2) Emotional leadership has a positive effect on job satisfaction. (3) Job satisfaction plays a mediating role between emotional leadership and organizational commitment.

scholarly journals Human Resource Management Of Bureaucracy In Indonesia: Is It True That Job Satisfaction Increases Employee Performance ?

2021 ◽  
Vol 58 (1) ◽  
pp. 3218-3231
Author(s):  
Meimoon Ibrahim, Ilyas Lamuda
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Structural Equation ◽  
Employee Performance ◽  
Provincial Government ◽  
Equation Modeling ◽  
Critical Ratio ◽  
Relationship Of ◽  
Analytical Tools ◽  
The Relationship

Objective: This study aims to analyze how the effect of leadership variables on employee performance with job satisfaction as intervening in the provincial government of Gorontalo-Indonesia. Methods: The approach used is explanatory research, pattern of research that seeks to explain the relationship of variables referred so that the relationship of these variables can be tested with a quantitative approach and hypothesis testing used is the method of Structural Equation Modeling, with analytical tools of Loading Factor and Critical Ratio which is preceded by a validity test and reliability test.  The sample was drawn randomly according to representative samples at the level of the position group as many as 5% employee population of the Provincial it. Results ;The results of the study show that leadership style has a positive and significant influence on job satisfaction and leadership style has an effect on employees' performance, but job satisfaction has negative and non-significant effect on employee performance. Conclusion; Expected that this research could also be developed in other fields or a wider scope and not only because each region has different characteristics. So it is recommended that policy makers as bureaucratic managers to pay more attention to job satisfaction factors in order to further improve employee performance.

scholarly journals Psychological empowerment and employee attitudinal outcomes

2019 ◽  
Vol 42 (7) ◽  
pp. 797-817
Author(s):  
Tazeem Ali Shah ◽  
Mohammad Nisar Khattak ◽  
Roxanne Zolin ◽  
Syed Zulfiqar Ali Shah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Employee Satisfaction ◽  
Psychological Capital ◽  
Psychological Empowerment ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
The Impact ◽  
The Relationship

Purpose The main purpose of this paper is to examine the mediating role of psychological capital in the relationship between perceived psychological empowerment and employee satisfaction, normative organizational commitment and turnover intentions. Design/methodology/approach To test the proposed research model, the authors collected field data from seven telecommunication companies located in the Islamabad Capital Territory of Pakistan. Through a two-wave data collection design, a total of 411 participants reported their perceptions about psychological empowerment and psychological capital at Time 1 and their job satisfaction, normative organizational commitment and turnover intention at Time 2. Findings Results supported the hypothesized relationships, showing that psychological capital fully mediates the relationship between perceived psychological empowerment and employee job satisfaction, normative organizational commitment and turnover intention. Research limitations/implications This study relied on cross-sectional data, which does not fully satisfy the conditions of establishing causality. Practical implications Results of this study will help organizations and practitioners to understand the importance of psychological empowerment and psychological capital and how they positively influence organizational performance, including employee job satisfaction, normative organizational commitment and turnover intention. Originality/value Drawing upon the self-determination theory of Deci and Ryan (2000), this study contributes to organizational behaviour literature by proposing and testing psychological capital as an underlying mechanism that can explain the impact of psychological empowerment on employee satisfaction, normative organizational commitment and turnover intention.

Research on the Relationship among Enterprise Employee's Job Satisfaction, Organizational Commitment and Job Performance

2013 ◽  
Vol 411-414 ◽  
pp. 2477-2480
Author(s):  
Ling Ma ◽  
Yun Xing ◽  
Yu Wang ◽  
Hao Tian Chen
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Empirical Research ◽  
Research Method ◽  
Key Factors ◽  
Employee Job Satisfaction ◽  
Intermediary Role ◽  
The Relationship ◽  
Positive Effect

Employee job satisfaction and organizational commitment are the key factors that affecting the performance of enterprise’s employees. Through using empirical research method to explore the relationship among the three with the sample of 330 employees of an enterprise. The results show that: Employees’ job satisfaction have a positive effect on job performance significantly; Employees job satisfaction positive effect on organizational commitment; Organizational commitment played a partial intermediary role in the process of job satisfaction improving performance.

scholarly journals The Role of Mediation on Work Practices and Employee Involvement

2021 ◽  
Vol 11 (2) ◽  
pp. 177-188
Author(s):  
Nuzulul Fatimah ◽  
Nauman Tahir ◽  
Muhammad Ali Ahmad ◽  
Amna Batool ◽  
Arbab Gul ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Banking Sector ◽  
Employee Performance ◽  
Practical Implication ◽  
Mediating Effect ◽  
Work Practices ◽  
Employee Job Satisfaction ◽  
Performance Satisfaction ◽  
The Relationship

Organizations face many challenges regarding employee engagement and employee job satisfaction. To increase the level of employee job satisfaction, HIWP must be implemented in order to have an impact on employee performance satisfaction. The purpose of this study was to examine the relationship between high-involvement work practices (HIWP) and job satisfaction with the mediating effect of employee engagement; HIWPs consist of four main attributes: (a) power (b) information (c) reward (d) knowledge. This study investigates the relationship between the three variables. Here, convenience sampling was used and data were collected through questionnaires from 185 organizational respondents in the banking sector. Regression analysis was used to test the hypothesis and Andrew F. Hayes model 4 was used to examine the mediating effect. The results showed that there was a significant relationship between the mediating variables and the effect of employee engagement. This study expands on HIWP employment and job satisfaction. The practical implication of this research is to measure the level of job satisfaction of employees by using HIWP can be implemented for managers and employees.

scholarly journals The impact of work passion on work performance: the moderating role of P-O fit and meaningfulness of work

2018 ◽  
Vol 1 (1) ◽  
pp. 26
Author(s):  
Ika Indriasari ◽  
Noni Setyorini
Keyword(s):  
Work Performance ◽  
Moderating Variables ◽  
Person Organization Fit ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect ◽  
Moderating Role ◽  
Work Passion

Our study aims to analyze the impact of auditor’s work passion on their performances, with meaningfulness of work and person organization fit (PO-fit) as moderating variables.  Auditor, as a profession associated with assurance of compliance with their clients, highly requires good work passion to increase their spirit, avoid them from work saturation and improve their work quality. Therefore, our study expected that work passion positively affect work performance. Furthermore, meaningfulnes work and PO-fit were also expected to have moderating effect on the relationship of work passion on work performance. The results of regression  and moderated regression analysis (MRA) on 87 samples collected from accoutants working in public accountant firm in Java, Indonesia, suggest that work passion has a positive effect on work performance. The result also shows that meaningfulnes was supported as a moderator on the relationship between work passion and work performance. However, our prediction that PO-fit could be a moderator in the effect of work passion on job performance of auditor was not supported.

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