scholarly journals The effect of organizational justice on employee performance by job satisfaction as an intervening variable

2021 ◽  
Vol 10 (1) ◽  
pp. 1
Author(s):  
Jufrizen Jufrizen ◽  
Ega Sandra Kandhita
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Asset Management ◽  
Employee Performance ◽  
Regional Office ◽  
Organizational Goals ◽  
Management Agency ◽  
Permanent Employees ◽  
And Performance ◽  
North Sumatra

Organizational justice, job satisfaction and employee performance are an important thing to consider in managing employees. Good organizational justice must be considered because organizational justice can affect job satisfaction and performance which makes employees feel like they want to give their best effort and join the struggle together to achieve organizational goals. This study aims to see whether job satisfaction mediates the influence of organizational justice on employee performance in the field of expenditure budget and the secretariat at the regional financial and asset management agency of North Sumatra province. Sample of this research is all permanent employees of the regional office of the Directorate General of Treasury of North Sumatra province, which may be 84 people. The results showed that organizational justice had a positive and significant effect on the performance of the employees of the regional financial and asset management agency of North Sumatra province. Job satisfaction has a positive and insignificant effect on employee performance at the regional financial and asset management agency of North Sumatra province. Organizational justice has a positive and significant effect on job satisfaction of employees of the regional financial and asset management agency of North Sumatra province. Job satisfaction does not mediate the effect of organizational justice on employee performance

scholarly journals Pengaruh iklim komunikasi dan promosi jabatan terhadap kinerja dan motivasi dengan disiplin dan kepuasan kerja sebagai variabel intervening

2020 ◽  
Vol 1 (1) ◽  
pp. 33-55
Author(s):  
Sugeng Riski ◽  
◽  
Muslichah Erma Widiana ◽  
Keyword(s):  
Job Satisfaction ◽  
Significant Influence ◽  
Employee Performance ◽  
Human Resources Management ◽  
Employee Motivation ◽  
Communication Climate ◽  
Job Promotion ◽  
Permanent Employees ◽  
And Performance ◽  
The Relationship

Purpose: Influence of communication climate and job promotion on employee performance and motivation with discipline and job satisfaction as intervening at PT. Japfa Comfeed Indonesia. Tbk in Gedangan Sidoarjo. The aim of this study is to test and analyze the influence of communication and promotion on employee motivation and performance with discipline and job satisfaction as variabels intervening at PT. Japfa Comfeed Indonesia. Tbk in Gedangan Sidoarjo Research methodology: The samples of this study are 74 respondents consisting of employees permanent of the division warehouse and production. This research applies path analysis by using the program of analysis Smart PLS. Results: The relationship between variables in this study produced thirteen hypotheses with significant influence and five hypotheses with not significant influence. Relation testing between organizational job promotion and motivation variabels has the biggest significance. Meanwhile, the relation testing between communication climate variabels and employee performance variabels has the smallest significance. Limitation: The limitation in this research is one company where the number of samples taken is only permanent employees of the warehouse and production only. Contribution: Results of this study are expected to be able to give contribution to human resources management and to practical management. Keywords: Communication climate, Job promotion, Employee Performance, Motivation, Discipline, Job satisfaction

EFFECT OF ASN COMPETENCY, ORGANIZATIONAL COMMITMENT, WORK ENVIRONMENT TO THE SATISFACTION OF ASN AND PERFORMANCE IN THE ENVIRONMENT OF THE HOUSING OF THE HOUSING AND SETTLEMENT AREAS OF BANGKALAN REGENCY

2021 ◽  
Vol 8 (12) ◽  
pp. 133-141
Author(s):  
Murgianto Murgianto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resources ◽  
Work Environment ◽  
Employee Performance ◽  
Organizational Goals ◽  
Improved Performance ◽  
And Performance ◽  
Level Of Significance ◽  
The Relationship

This research is to examine and analyze the competence of the work environment commitment of ASN Job Satisfaction. The demands of organizations to obtain, develop and maintain quality human resources are increasingly pressing in accordance with the dynamics of an ever-changing environment. In the context of efforts to achieve organizational goals. Improved employee performance individually will encourage the overall performance of human resources, which is reflected in improved performance This research. Using research models (jobfunction). Data extracted from the target or research subject is data about individual orientation, in the form of competency, commitment, work environment and performance, identified as many as 4 (four) variables to be examined, including: 1) ASN Competency, 2) Organizational Commitment, (3) Environment Work, (4) ASN Job Satisfaction and (4) ASN Performance. Respondents used as a sample of 77 respondents using the Smart PLS Algorithm Boostrapping report. The results of the study came to the conclusion of the Algorithm Boostrapping report is a test to prove the level of significance of the hypothesis proposed by researchers. Output Boostrapping Algorithm shows that the effect of ASN job satisfaction on ASN performance is influential with a T-statistic of 9,531> 1.96. The original sample estimate value is 1,058, which shows that the direction of the relationship between ASN job satisfaction and ASN performance is positive.

scholarly journals THE ROLE OF ORGANIZATIONAL COMMITMENT AND ORGANIZATIONAL JUSTICE IN INFLUENCING TURNOVER INTENTION THROUGH JOB SATISFACTION AS ITS MEDIATES VARIABLE

2021 ◽  
Vol 2 (4) ◽  
pp. 596-605
Author(s):  
Kurnia Magfuroh ◽  
Anik Herminingsih
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Turnover Intention ◽  
Sampling Method ◽  
Analysis Method ◽  
Regional Office ◽  
Permanent Employees ◽  
Data Collection Technique

This research aims to investigate and analyze further relates to the affect which caused by organizational commitment and organizational justice to turnover intention through job satisfaction as its mediator on the employees of PT. Bank XYZ at Regional Office in Jakarta BSD. The criteria of research sample used was permanent employees. The sampling method done by proportional stratified random sampling with a total samples of 154. The data collection technique used a questionnaire. Data analysis method used SEM-PLS. The results showed that the organizational commitment had a positive and significant impact on job satisfaction, but had a negative and significant impact on turnover intention. Organizational justice had a negative and significant impact on turnover intention variables, but had a positive and significant impact on job satisfaction. Job satisfaction had a negative and significant impact on turnover intention. Moreover, job satisfaction in its influence on organizational commitment variable towards turnover intention only resulted on partially mediate and job satisfaction in its influence on the organizational justice variable towards turnover intention also only resulted in partially mediate. 

scholarly journals THE INFLUENCE OF MOTIVATION, DISCIPLINE AND WORK EXPERIENCE ON EMPLOYEE PERFORMANCE WITH WORK ENVIRONMENT AS A MODERATION VARIABLE (A Case Study of Asn in Yogyakarta Province)

2020 ◽  
Vol 1 (4) ◽  
pp. 560-571
Author(s):  
Lilis Endang Wijayanti ◽  
Fran Sayekti ◽  
Reschiwati ◽  
Dyah Pratita
Keyword(s):  
Work Environment ◽  
Asset Management ◽  
Financial Management ◽  
Work Experience ◽  
Employee Performance ◽  
Management Agency ◽  
Environment Variable ◽  
And Performance ◽  
High Level ◽  
Level Of Motivation

The aim of this study is analyzed the factors which influence the performance of the state civil servants (ASN / PNS) who work in the Regional Asset and Financial Management Agency in the Special Region of Yogyakarta. The object of this study are ASN because their performance was assumed not clearly detected. In this study their performance will be linked to work environment, motivation, discipline and work experience. The ASN who have long work experience, high motivation and high discipline resulted good performance. The study uses a moderation variable testing model. The Work Environment as a moderating variable that moderates the effect of the independent variable (motivation, discipline and work experience) on the dependent variable (performance). Work Environment is a working condition and facility faced by ASN. If the work environment is comfortable, ASN will be motivated to work well, so that performance is also high. Experienced ASNs tend to learn a lot from their experience so that their performance is higher. If the ASN is experienced and in a comfortable work environment, the performance will be higher. Likewise, if the ASN has a high level of motivation and discipline and is in a comfortable work environment, the performance will be even higher. The study was conducted by distributing questionnaires to ASN in the area of the Regional Financial and Asset Management Agency in all districts and cities of Wilayah DIY. Data obtained using multiple regression. The results of the data analysis show that the work environment has an effect on ASN performance. The work environment variable also moderates the relationship between work experience and 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.

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

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.

ANTECEDENTS AND CONSEQUENCES OF ORGANIZATIONAL JUSTICE

2016 ◽  
Vol 12 (02) ◽  
Author(s):  
Reeta Yadav
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Turnover Intentions ◽  
Research Work ◽  
Citizenship Behavior ◽  
Future Research ◽  
Antecedents And Consequences ◽  
And Performance

Employee’s perception regarding fairness in the organization is termed as organizational justice. The objective of this paper is to study the antecedents and consequences of organizational justice on the basis of earlier relevant studies from the period ranging from 1964 to 2015. Previous research identified employee participation, communication, justice climate as the antecedents and trust, job satisfaction, commitment, turnover intentions, organizational citizenship behavior and performance as the consequences of organizational justice. Finding reveals the gaps existing in the literature and gives suggestions for future research work.

scholarly journals Analisis Dukungan Organisasional Persepsian Dan Employee Engagement Terhadap Kinerja Karyawan: Kepuasan Kerja Sebagai Pemediasi

2020 ◽  
Vol 9 (3) ◽  
pp. 286-304
Author(s):  
YUNI SISWANTI YUNI ◽  
Krisnandini Wahyu Pratiwi
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Organizational Support ◽  
Research Method ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Validity And Reliability ◽  
Permanent Employees ◽  
Simple Regression

This study aims to analyze the effect of perceived organizational support (POS) and employee engagement on performance and the role of job satisfaction in mediating the effect of perceived organizational support (POS) and employee engagement on performance. The population in this study were permanent employees at PT. Solusi Bangun Indonesia Tbk. The research method used was a survey and a sample size of 185 employees. The research instrument adopted from previous research. Retrieval of data by means of questionnaires and interviews. Validity and reliability tests show all questionnaire items are valid and reliable. To test H1 and H2 with simple regression, H3 and H4 test with Baron and Kenny regression model. The results of hypothesis testing show that: (1) perceived organizational support has a significant effect on employee performance, (2) employee engagement has a significant effect on employee performance, (3) job satisfaction partially mediates the effect of perceived organizational support on employee performance, and (4) job satisfaction does not mediate the effect of Employee engagement on employee performance.  

scholarly journals Influence of Leadership and Organizational Climate on Employee Performance with Job Satisfaction as Intervening Variable at Denpasar National Polytechnic

2020 ◽  
Vol 11 (01) ◽  
pp. 21718-21728
Author(s):  
Ida Bagus Putra Manuaba ◽  
I Wayan Sujana ◽  
I Wayan Widnyana
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Sampling Method ◽  
Employee Performance ◽  
Related Data ◽  
Employee Job Satisfaction ◽  
Saturated Sample ◽  
Study Population ◽  
Permanent Employees

This study was conducted at the Denpasar National Polytechnic, as obtained related data the performance of employees who experience fluctuations, so factors that will affect the performance of PND employees will be investigated, namely leadership and organizational climate mediated by job satisfaction. The study population was all permanent employees at the 32nd Denpasar National Polytechnic. The sampling method uses the census method or saturated sample, so the number of respondents is 32 people. Based on the results of research and related discussions can be concluded: Leadership has a positive and significant effect on employee performance at the Denpasar National Polytechnic, organizational climate  positive and significant effect on employee performance at the Denpasar National Polytechnic, Leadership has a positive and significant effect on employee job satisfaction at the National Polytechnic Denpasar, organizational climate has a positive and significant effect on job satisfaction of employees of the National Polytechnic Denpasar, Job satisfaction has a positive and significant effect on employee performance at the Denpasar National Polytechnic, Leadership has a positive and significant effect on employee performance with job satisfaction as an intervening variable on the Denpasar National Polytechnic. Organizational climate has a positive and significant effect on employee performance with job satisfaction as an intervening variable in the Denpasar National Polytechnic

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