scholarly journals Impact Of Competence, Job Design, Job Satisfaction on Employee Directorate General of Taxes Performance

2020 ◽  
Vol 3 (2) ◽  
pp. 136-145
Author(s):  
Nurcahyono Nurcahyono ◽  
R Ery Wibowo ◽  
Ida Kristiana
Keyword(s):  
Job Satisfaction ◽  
High Performance ◽  
Employee Performance ◽  
Research Area ◽  
Job Design ◽  
Cluster Sampling ◽  
Job Rotation ◽  
Directorate General ◽  
General Section ◽  
Inspection Data

This research aims to prove empirically the factors that affect the performance of employees at the Directorate General of Taxes (DJP) East Java which are divided into three DGT, namely East Java I, II and III and spread over three Middle Tax Service Offices, forty Primary Tax Service Offices. The unit of analysis in this research is an employee in charge of the account representative, billing, inspection, data and information processing, tax bailiff and the general section. The sampling method used was cluster sampling, this was chosen because the research area was spread wide. Analysis of research data using SEM-PLS with the help of the WarpPLS 7.0 application. The results showed that the factors that can improve performance, namely competence, compensation, and job design (job rotation and job expansion) and job satisfaction are supporting factors used by companies to improve employee performance, but in this study job satisfaction can only be mediated. partial because it has a VAF value 80%, indicating that job satisfaction is not enough to increase high performance

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.

scholarly journals CONCEPTUAL MODEL OF THE CAREER PATH BETWEEN CAREER PERFORMANCE ATTRIBUTES AND EMPLOYEE PERFORMANCE IN PUBLIC SECTOR IN OMAN

2021 ◽  
pp. 69-81
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Conceptual Model ◽  
High Performance ◽  
Employee Performance ◽  
Career Path ◽  
Research Work ◽  
Job Experience ◽  
Career Performance ◽  
Ebsco Host

The aim of the present study is to review and develop a conceptual model of the relationship between career performance attributes, career path, and employee performance of the public sector in Oman. The study used online empirical recourses by the name of career performance attributes, career path, and employee performance in different online database sources such as Google Scholars, Springer Link, Wiley, Science Direct, JSTOR, Emerald full text, Scopus, and EBSCO HOST, etc. The review study summarized that Job satisfaction is the positive emotion result from the appraisal of job experience and fulfillment of employee needs. The study also found that job satisfaction can gain high performance whereas the dissatisfied performance of employees yields low employee performance. Moreover, the study also observed that career development and life changes have become very challenging for working women and there are numerous studies targeted towards gaining a better understanding of this issue, its consequences and the significance of these challenges. Finally, the research develops a conceptual framework that is to be followed in order to analyze the various elements and aspects. The framework has been designed by considering the various variables and their intricacies in particular relation to the subject matter of the research work in Oman and the regions.

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 EFFECT OF COMPENSATION TO EMPLOYEE PERFORMANCE WITH WORK SATISFACTION AS INTERVENING VARIABLES IN THE FINANCIAL OFFICE OF WEST SUMATERA PROVINCE

2019 ◽  
Author(s):  
Dona Yendra ◽  
Aminar Sutra Dewi
Keyword(s):  
Job Satisfaction ◽  
High Performance ◽  
Employee Performance ◽  
Sampling Technique ◽  
Actual Behavior ◽  
Regional Finance ◽  
Timely Completion ◽  
West Sumatra ◽  
And Performance ◽  
Intervening Variables

The performance of the employee produces the quantity and quality that the employee gains on the actual behavior shown in accordance with the responsibilities given to him. This study aims to examine the effect of compensation on employee performance with job satisfaction as intervening variable. Problems that occurred at the Office of Regional Finance Agency of West Sumatra Province is the issue of leadership to employees who neglect in work, in the employee's work is not timely completion of tasks given by the leadership example in the manufacture of letters not on time and delay in work. Population in this research is civil servant at Regional Finance Board of West Sumatera Province. The sample in this study amounted to 30 respondents, the study was selected by using purposive sampling technique. The data were collected from respondents and analyzed by simple linear regression, t test, test of test, and path analysis test. The result of the research shows that compensation has an effect on employee performance positively and significantly. Compensation affects job satisfaction positively and significantly, job satisfaction on employee performance and job satisfaction have positive and significant effect directly to employee's compensation and performance. This means that high job satisfaction in accordance with compensation will bring high performance employees at the Regional Finance Agency of West Sumatra Province.

DOES JOB ROTATION AND JOB SATISFACTION AFFECT THE PERFORMANCE?

2017 ◽  
Vol 1 (1) ◽  
pp. 1-4
Author(s):  
Muazza Muazza ◽  
Bonar Syarifuddin H
Keyword(s):  
Job Satisfaction ◽  
Employee Performance ◽  
Total Sample ◽  
Average Level ◽  
Department Of Transportation ◽  
Job Rotation ◽  
Performance Variables ◽  
Independent Variables ◽  
Position Variable ◽  
Two Independent Variables

The purpose of this research: (1) To know the description of job rotation, job satisfaction and employee performance at the Jambi Provincial Transportation Department. (2) To know the effect of job rotation on employee performance at the Jambi Provincial Transportation Department. (3) To know the effect of job satisfaction on employee performance at the Department of Transportation of Jambi Province. (4) To know the influence between job rotation and job satisfaction on employee performance at the Department of Transportation of Jambi Province.The method of this research is descriptive and quantitative and using regresion method. The population in the study were the employees of the Jambi Provincial Transportation Department. Technique of sampling research using of stratified sampling. The total sample in this study was 123 respondents.The result of the research shows that the average level of the respondent's answer for job rotation (X1) is 74.46% and the average level of the respondent answer for job satisfaction variable (X2) is 68.52, it shows highest average respondent There is in position variable rotation (X1). The magnitude of the effect of rotation variables on the performance of employees at the Department of Transportation Jambi Province is amounted to 2,427. The amount of influence of job satisfaction on employee performance variables at the Jambi Provincial Transportation Department is 4.452. Based on the analysis that together into two independent variables of job rotation and job satisfaction have a significant effect amounted to 2.201 (X1) dan 3.308(X2) on the performance of employees at the Transportation Agency of Jambi Province. Keywords: Job Rotation, Job Satisfaction, Employee Performance

scholarly journals The Effect of Organizational Culture, Personality, and Job Satisfaction Toward Employees Performance In Directorate General Of Industrial Resilience And International Access Development

2018 ◽  
Vol 6 (03) ◽  
Author(s):  
R. Wiwi Widarsih ◽  
Madhakomala . ◽  
Yetty Supriyati
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Path Analysis ◽  
Organizational Performance ◽  
Performance Assessment ◽  
Employee Performance ◽  
Assessment Data ◽  
Target Populations ◽  
Directorate General ◽  
Positive Effect

The purpose of this study was to determine the effect of organizational culture, personality, and job satisfaction towards employee’s performance in the Directorate General of Industrial Resilience and International Access Development. This research tried to answer problems about the performance issues with increasing evidence of a decreased of organizational performance backed by its employees’ performance assessment data. The research was conducted on performance involving 79 employees that had been selected from a target Populations of 99 employees by using the quantitative approach with path analysis methods. The research of hypothesis testing shows that: (1) organizational culture had a direct positive effect on performance; (2) personality had a direct positive effect on performance; (3) job satisfaction had a direct positive effect on performance; (4) organizational culture had a direct positive effect on job satisfaction: (5) personality had a direct positive effect on job satisfaction: Therefore, to improve the employee performance in the Directorate General of Industrial Resilience and International Access Development an increase is organizational culture, personality and job satisfaction need to be done. Keywords: Performance, Organizational Culture, Personality, Job Satisfaction.

scholarly journals PENGARUH STRES KERJA, EMPLOYEE ENGAGMENT, DAN KEDISIPLINAN TERHADAP KINERJA DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING PADA KARYAWAN CV. KARYA MANUNGGAL SEMARANG

Neo-Bis ◽  
2018 ◽  
Vol 11 (2) ◽  
pp. 173
Author(s):  
Djoko Santoso ◽  
Lianasari ◽  
Paulus Wardoyo
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Job Stress ◽  
Structural Equation ◽  
High Performance ◽  
Employee Performance ◽  
Equation Modeling ◽  
Analysis Technique ◽  
Target Company ◽  
Program Version

<p><em>The research is conducted on companies that produce gloves both for domestic and abroad. Production companies like these require a lot of employees and high performance. But the company's work has decreased, so the company's target can not be achieved. Not achieving the target company is allegedly influenced by several factors, such as job stress, discipline, employee engagement, and job satisfaction. The purpose of this research is to analyze the influence of work stress, discipline and employee engagement on performance with job satisfaction as intervening variable. The respondent  in this study as many as 247 employees. Data analysis technique used is SEM (Structural equation Modeling) with LISREL program Version 8.80. The result of analysis shows that job stress and employee engagement have an effect on job satisfaction, job stress and employee engagement also affect to employee performance. There is no effect of discipline on job satisfaction or performance..</em></p><p><em>Keywords: Job stress, Discipline, Employee Engagement, satisfaction and<br />                       Employee performance</em></p><p align="center"> </p><p>Penelitian ini dilakukan pada  perusahaan yang memproduksi sarung tangan baik untuk dalam negeri maupun luar negeri. Perusahaan produksi seperti ini membutuhkan karyawan yang banyak serta kinerja yang tinggi. Namun hasil kinerja perusahaan mengalami penurunan, sehingga target perusahaan tidak dapat tercapai. Tidak tercapainya target perusahaan ini diduga dipengaruhi oleh beberapa faktor , diantaranya adalah stres kerja, kedisiplinan, <em>employee engagement, </em>dan kepuasan kerja. Tujuan dari penelitian ini adalah untuk menganalisis pengaruh stres kerja, kedisiplinan dan <em>employee engagement</em> terhadap kinerja dengan kepuasan  kerja sebagai variabel <em>intervening</em>. Responden  dalam penelitian ini sebanyak 247 karyawan. Teknik analisis data yang digunakan adalah SEM (<em>Structural equation Modelling</em>) dengan program LISREL Versi 8.80. Hasil analisis menunjukkan bahwa stres kerja dan <em>employee engagement</em> berpengaruh terhadap kepuasan kerja, stres kerja dan <em>employee engagement</em> juga berpengaruh terhadap kinerja karyawan. Tidak ada pengaruh kedisiplinan terhadap kepuasan kerja  dan kinerja.</p><p>Kata Kunci : Stres kerja , Kedisiplinan, <em>Employee Engagement</em>, kepuasan dan  Kinerja Karyawan.</p>

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