PENGARUH KEADILAN ORGANISASIONAL TERHADAP KOMITMEN ORGANISASIONAL  MELALUI VARIABEL INTERVENING KEPUASAN KERJA PADA KARYAWAN PT. LEMBAH KARET PADANG

Penelitian ini bertujuan untuk mengetahui pengaruh keadilan organisasional terhadap komitmen organisasional melalui variabel intervening kepuasan kerja pada karyawan PT. Lembah Karet Padang. Populasi dalam penelitian ini adalah berjumlah 308 orang dengan sampel sebanyak 75 orang karyawan, teknik pengambilan sampel menggunakan metode slovin. Teknik analisis yang digunakan dalam penelitian ini adalah teknik analisis path (path analysis) menggunakan SPSS. Dari hasil penelitian ditemukan keadilan organisasional berpengaruh positif dan signifikan secara langsung terhadap komitmen organisasional. Keadilan organisasional berpengaruh positif dan signifikan secara langsung terhadapa kepuasan kerja. Keadilan organisasional dengan kepuasan kerja sebagai variabel intervening berpengaruh positif dan signifikan terhadap komitmen organisasional. Pengaruh langsung keadilan organisasional terhadap komitmen organisasional lebih besar dari pengaruh tidak langsung melalui variabel kepuasan kerja. Dengan demikian dapat diartikan bahwa kepuasan kerja tidak memiliki pengaruh tidak langsung keadilan organisasional terhadap komitmen organisasional. Sehingga dapat disimpulkan bahwa kepuasan kerja tidak terbukti sebagai variabel intervening. This study aims to determine the effect of organizational justice on organizational commitment through intervening variable job satisfaction at employees of PT. Lembah Karet Padang. The population in this study was 308 people with a sample of 75 employees, sampling technique using slovin method. The analysis technique used in this research is path analysis technique (path analysis) using SPSS. From the results of the study found organizational justice has a positive and significant effect directly on organizational commitment. Organizational justice has a positive and significant impact directly on job satisfaction. Organizational justice with job satisfaction as intervening variable has a positive and significant effect on organizational commitment. The direct impact of organizational justice on organizational commitment is greater than indirect influence through job satisfaction variables. Thus it can be interpreted that job satisfaction does not have an indirect effect of organizational justice on organizational commitment. So it can be concluded that job satisfaction is not proven as intervening variable.

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PENGARUH KEPUASAN KERJA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) DENGAN KOMITMEN ORGANISASIONAL SEBAGAI VARIABEL MEDIASI

E-Jurnal Manajemen Universitas Udayana ◽

10.24843/ejmunud.2019.v08.i03.p22 ◽

2019 ◽

Vol 8 (3) ◽

pp. 1784

Author(s):

Putu Gita Hapsari A Charmiati ◽

Ida Bagus Ketut Surya

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Path Analysis ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Sampling Technique ◽

Reward System ◽

Citizenship Behavior ◽

Analysis Technique ◽

Positive Effect

The purpose of this study was to determine the effect of job satisfaction on Organizational Citizenship Behavior with Organizational Commitment as Variable Mediation At PT. BPR Bali Dananiaga. Organizational Citizenship Behavior is a behavior in an organization that is not directly appreciated by a formal reward system. Organizations need to pay attention to the factors that affect the Organizational Citizenship Behavior. Samples taken as many as 45 respondents. Sampling in this research using saturated sampling technique. The data was collected by distributing questionnaires using a 5-point likert scale to measure 17 statement items. The analysis technique used is Path Analysis. The result of the analysis shows that job satisfaction has positive effect on organizational commitment, job satisfaction has positive effect on organizational citizenship behavior, organizational commitment has positive effect on organizational citizenship behavior and organizational commitment acts as mediation on the influence of job satisfaction toward organizational citizenship behavior at PT. BPR Bali Dananiaga. Keywords: job satisfaction, organizational citizenship behavior, and organizational commitment

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EFFECT OF COMPENSATION AND WORK ENVIRONMENT TO EMPLOYEE PERFORMANCE THROUGH JOB SATISFACTION AS A VARIABLE OF MEDIATION IN PT METISKA FARMA

International Journal of Humanities and Applied Social Science ◽

10.33642/ijhass.v4n12p1 ◽

2019 ◽

pp. 1-10

Author(s):

Abdul Samad Latuconsina ◽

Djoko Setyo Widodo ◽

Tjatjuk Siswandoko

Keyword(s):

Job Satisfaction ◽

Data Analysis ◽

Path Analysis ◽

Work Environment ◽

Correlation Coefficient ◽

Employee Performance ◽

Sampling Technique ◽

Working Environment ◽

Direct Impact ◽

Indirect Influence

This study a purpose to know and analyze the influence of compensation and work environment on employee performance with job satisfaction as a variable of mediation either simultaneously or partially in PT. Metiska Farma. The sampling technique used is accidental sampling is the way of sampling by chance, ie anyone who happens to meet with this researcher and considered suitable to be a source of data will be a sample of this study. The sample of respondents in this study was 80 people. Data analysis using path analysis or path analysis. From result of analysis and discussion hence can be concluded that: (1) partially compensation have positive, strong and significant effect to employee performance with correlation coefficient equal to 0,618; (2) partially working environment has positive, strong and significant effect on employee performance with correlation coefficient of 0.679; (3) partially job satisfaction has a positive, strong and significant effect on employee performance with correlation coefficient of 0.618; (4) simultaneously compensation, work environment, and job satisfaction have a positive, strong and significant effect on employee performance with correlation coefficient of 0.723; (5) the effect of compensation on employee performance through job satisfaction is 0.618 x 0.776 =0.479. While the effect of compensation on employee performance is 0.618. In this case, the direct impact of compensation on employee performance is greater when compared with indirect influence through job satisfaction is 0.618> 0.479, so it can be said that job satisfaction variable not as a mediation variable; and (6) the effect of work environment on employee performance through job satisfaction is 0,640 x 0,618 =0,395. While the effect of the work environment on employee performance is 0,679. In this case, it is known that the direct effect of work environment on employee performance is greater when compared with indirect influence through job satisfaction is 0.679> 0.395, so it can be said that job satisfaction variable, not as a mediation variable.

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PERAN KOMITMEN ORGANISASIONAL MEMEDIASI PENGARUH KEPUASAN KERJA TERHADAP TURNOVER INTENTION

E-Jurnal Manajemen Universitas Udayana ◽

10.24843/ejmunud.2020.v09.i08.p09 ◽

2020 ◽

Vol 9 (8) ◽

pp. 3062

Author(s):

I Wayan Bagus Satya Utama ◽

Ida Bagus Ketut Surya

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Path Analysis ◽

Turnover Intention ◽

Sampling Technique ◽

Simple Random Sampling ◽

Total Sample ◽

Mediating Role ◽

Analysis Technique

The purpose of this study are (1) To explain the effect of job satisfaction on turnover intention, (2) To explain the effect of organizational commitment on turnover intention, (3) To explain the effect of job satisfaction on organizational commitment, (4) To explain the mediating role of organizational commitment the effect of job satisfaction on turnover intention. The population of this research is the employees of PT Cipta Nirwana. The sampling technique uses simple random sampling with a total sample of 47 respondents. The analysis technique used is the path analysis technique (path analysis). This study proves that (1) job satisfaction has a negative and significant effect on turnover intention, (2) organizational commitment has a negative and significant effect on turnover intention, (3) job satisfaction has a positive and significant effect on organizational commitment, (4) organizational commitment partially mediates the effect of job satisfaction on turnover intention. Keywords: turnover intention, organizational commitment, job satisfaction

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PENGARUH JOB INVOLVEMENT DAN KEADILAN ORGANISASIONAL TERHADAP KOMITMEN ORGANISASIONAL PADA KARYAWAN PACTO - BALI

Matrik Jurnal Manajemen Strategi Bisnis dan Kewirausahaan ◽

10.24843/matrik:jmbk.2016.v10.i02.p04 ◽

2016 ◽

pp. 128

Author(s):

Diyah Arum Puspita Sari ◽

Agoes Ganesha Rahyuda

Keyword(s):

Organizational Commitment ◽

Organizational Justice ◽

Affective Commitment ◽

Sampling Technique ◽

Job Involvement ◽

Employee Motivation ◽

Positive Influence ◽

Continuance Commitment ◽

Analysis Technique ◽

The Relationship

This study aims to find the effect of job involvement and organizational justice on three types of organizationalcommitment, which are affective, continuance and normative. This research was conducted in Pacto-Bali, using 70 employees as its respondents. Sampling technique used in this study was saturated sampling technique.Data was collected through interviews and questionnaires. The data analysis technique was multiple linear regression, which was processed using SPSS software.The findings indicate that job involvement has positive influence on each types of organizational commitment, that was affective commitment, continuance commitment and normative commitment. The same finding was found in the relationship between organizational justice and organizational commitment, where the more justice the employees received the more committed the employees to the organization. To improve the organizational commitment of employees, Pacto-Bali should increase employee motivation by inviting employees to involve in the decision making process, and also should improve the networking between the owners and employees in order to help organization to reach its goals

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EFFECT OF MOTIVATION AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE THROUGH WORKING DISCIPLINE AT PT. BAMBOO TIRTA ENGINEERING

International Journal of Business and Social Science Research ◽

10.47742/ijbssr.v1n1p4 ◽

2020 ◽

pp. 28-35

Author(s):

Munawaroh Munawaroh ◽

Suharto Suharto ◽

Dr. Iwan Kurniawan Subagja

Keyword(s):

Job Satisfaction ◽

Data Analysis ◽

Quantitative Analysis ◽

Path Analysis ◽

Direct Effect ◽

Indirect Effect ◽

Employee Performance ◽

Descriptive Analysis ◽

Sampling Technique

This study aims to: 1) To determine and analyze the effect of motivation and job satisfaction on work discipline, 2) To determine and analyze the effect of motivation and job satisfaction on employee performance, 3) To determine and analyze the effect of work discipline on employee performance, 4) To find out and analyze the influence of motivation and job satisfaction on employee performance through work discipline PT. Bambu Tirta Engineering. The research was conducted at PT. Bambu Tirta Engineering with a research sample of 64 respondents. The sampling technique uses saturated samples. Methods of data analysis using descriptive analysis and quantitative analysis with path analysis. The results showed that: 1) there is an effect of motivation and job satisfaction on work discipline, 2) there is an effect of motivation and job satisfaction on employee performance, 3) there is an effect of work discipline on the performance of employees of PT. Bambu Tirta Engineering and 4) there is no influence between motivation and job satisfaction on employee performance through work discipline PT. Bambu Tirta Engineering. This means that the direct effect is greater than the indirect effect, the work discipline variable cannot mediate between motivation and job satisfaction on employee performance at PT. Bambu Tirta Engineering.

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EFFECT OF MOTIVATION AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE THROUGH WORKING DISCIPLINE AT PT. BAMBOO TIRTA ENGINEERING

10.33642/ijbssr.v1n1p4 ◽

2020 ◽

pp. 28-35

Author(s):

Munawaroh Munawaroh ◽

Suharto Suharto ◽

Dr. Iwan Kurniawan Subagja

Keyword(s):

Job Satisfaction ◽

Data Analysis ◽

Quantitative Analysis ◽

Path Analysis ◽

Direct Effect ◽

Indirect Effect ◽

Employee Performance ◽

Descriptive Analysis ◽

Sampling Technique

This study aims to: 1) To determine and analyze the effect of motivation and job satisfaction on work discipline, 2) To determine and analyze the effect of motivation and job satisfaction on employee performance, 3) To determine and analyze the effect of work discipline on employee performance, 4) To find out and analyze the influence of motivation and job satisfaction on employee performance through work discipline PT. Bambu Tirta Engineering. The research was conducted at PT. Bambu Tirta Engineering with a research sample of 64 respondents. The sampling technique uses saturated samples. Methods of data analysis using descriptive analysis and quantitative analysis with path analysis. The results showed that: 1) there is an effect of motivation and job satisfaction on work discipline, 2) there is an effect of motivation and job satisfaction on employee performance, 3) there is an effect of work discipline on the performance of employees of PT. Bambu Tirta Engineering and 4) there is no influence between motivation and job satisfaction on employee performance through work discipline PT. Bambu Tirta Engineering. This means that the direct effect is greater than the indirect effect, the work discipline variable cannot mediate between motivation and job satisfaction on employee performance at PT. Bambu Tirta Engineering.

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PENGARUH KEADILAN ORGANISASIONAL TERHADAP KEPUASAN KERJA DAN KOMITMEN ORGANISASIONAL POLÍCIA NACIONAL DE TIMOR-LESTE (PNTL)

E-Jurnal Ekonomi dan Bisnis Universitas Udayana ◽

10.24843/eeb.2019.v08.i02.p02 ◽

2019 ◽

pp. 137

Author(s):

Lino Da Silva Saldanha ◽

Wayan Gede Supartha ◽

Gede Riana

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Path Analysis ◽

Organizational Justice ◽

Timor Leste ◽

Organization Member ◽

Organizational Procedures ◽

The Relationship

The term of organizational justice used in this study was the degree to which organization member perceived about the overall organizational procedures, rules, and policies which are connected to their job. The aim of this study was to explore the quality, strength, and significance of the relationship between three types of organizational justices (procedural, distributive and interactional) to job satisfaction and organizational commitment. The study would investigate the relationship between organization chief agent in the Polícia Nacional De Timor-Leste (PNTL). Data was collected through questionnaire and the data which had been collected and be analyzed using descriptive and path analysis. The results showed that the perception of chief agent member in the PNTL about organizational justice had a positive significan effect on their job satisfaction. This research also found that the job satisfaction of chief agent member had a positive significan effect on organizational commitment in the Polícia Nacional De Timor-Leste (PNTL).

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PERAN KEPUASAN KERJA DALAM MEMEDIASI PENGARUH KECERDASAN EMOSIONAL TERHADAP KOMITMEN ORGANISASIONAL

E-Jurnal Manajemen Universitas Udayana ◽

10.24843/ejmunud.2019.v08.i03.p23 ◽

2019 ◽

Vol 8 (3) ◽

pp. 1813

Author(s):

A.A Sayu Mirah Ladysia Vitaloka ◽

I Gusti Salit Ketut Netra

Keyword(s):

Job Satisfaction ◽

Emotional Intelligence ◽

Data Analysis ◽

Organizational Commitment ◽

Path Analysis ◽

Sampling Technique ◽

Multiple Tests ◽

Analysis Techniques ◽

Employee Job Satisfaction

The purpose of this study was to determine the role of job satisfaction in mediating the influence of emotional intelligence on organizational commitment. The sampling technique used in this study is saturated samples because the entire population is used as a sample, and the number of samples used is 33 people. Data were analyzed using path analysis techniques and multiple tests. The results of data analysis showed that emotional intelligence had a positive and significant effect on job satisfaction. Job satisfaction has a positive and significant effect on organizational commitment. Emotional intelligence has a positive and significant effect on organizational commitment. Job satisfaction mediates the influence of emotional intelligence on organizational commitment. Employee organizational commitment can be improved by maintaining employee job satisfaction and increasing emotional intelligence in employees. Keywords: organizational commitment, emotional intelligence, job satisfaction

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PENGARUH KEPEMIMPINAN TRANSFORMASIONAL, KEADILAN ORGANISASIONAL DAN KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASIONAL

E-Jurnal Manajemen Universitas Udayana ◽

10.24843/ejmunud.2019.v08.i02.p10 ◽

2018 ◽

Vol 8 (2) ◽

pp. 845

Author(s):

Putu Yoga Arimbawa ◽

A. A. Sagung Kartika Dewi

Keyword(s):

Job Satisfaction ◽

Transformational Leadership ◽

Organizational Commitment ◽

Linear Regression ◽

Data Collection ◽

Organizational Justice ◽

Primary Data ◽

Independent Variables ◽

Analysis Technique ◽

The World

Organizational commitment is one of the important issues in the world of work. The purpose is to explain the effect of transformational leadership, organizational justice, and job satisfaction on organizational commitment. This research was conducted at Puri Saron Seminyak Hotel. Population is 109 people, in this study the method of determining the sample used using the formula slovin obtained results 52 people. Data collection is done through primary data in the form of questionnaires. The analysis technique used in this study uses multiple linear regression using independent variables of transformational leadership, organizational justice, and job satisfaction. Based on the results of this study, it can be concluded that transformational leadership has a positive and significant effect on the organizational commitment of Hotel Puri Saron Seminyak's employees. Organizational justice has a positive and significant effect on the organizational commitment of employees of Puri Saron Seminyak.

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