scholarly journals EMPLOYEE JOB SATISFACTION IN MEDIATING THE RELATIONSHIP BETWEEN WORK MOTIVATION AND AFFECTIVE COMMITMENT IN ROOF TILE INDUSTRY

2020 ◽  
Vol 21 (1) ◽  
pp. 16-26
Author(s):  
Romat Saragih ◽  
Bachruddin Saleh Luturlean ◽  
Ferry Hadiyanto
Keyword(s):  
Job Satisfaction ◽  
Affective Commitment ◽  
Work Motivation ◽  
Employee Job Satisfaction ◽  
Roof Tile ◽  
The Relationship

scholarly journals Increasing Employee’s Job Satisfaction Through the Implementation of Transformational Leadership and Work Stress Level Management

2019 ◽  
Vol 4 (3) ◽  
pp. 209-217
Author(s):  
Bachruddin Saleh Luturlean ◽  
Arif Partono Prasetio ◽  
Romat Saragih
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Work Stress ◽  
Stress Level ◽  
Cultural Difference ◽  
Affective Commitment ◽  
Work Motivation ◽  
Jel Classification ◽  
Employee Job Satisfaction ◽  
The Relationship

Objective – The objective of this paper is to examine the relationship between transformational leadership, work stress and job satisfaction. Based on previous studies, we proposed that work stress will mediate the relationship between transformational leadership and employees’ job satisfaction. Methodology/Technique – Data was collected from 248 employees working in three organizations in Java Island, Indonesia. To test the hypotheses, we used regression analysis and a boostrapping approach with a Macro Process. Findings – The results of this study show that transformational leadership has a positive relationship with employee job satisfaction. However, transformational leadership does not have significant relationship with work stress. This therefore means that there is no mediation of work stress either. Novelty – This empirical study provides a first glance at the correlation between the variables. Future studies should consider using more participants from across Indonesia to properly reflect the cultural difference among other provinces. Type of Paper: Empirical. Keywords: Work Motivation; Job Satisfaction; Affective Commitment; Mediation; Human Resources. Reference to this paper should be made as follows: Luturlean, B. S; Prasetio, A.P; Saragih,R. 2019. Increasing Employee’s Job Satisfaction Through the Implementation of Transformational Leadership and Work Stress Level Management, J. Mgt. Mkt. Review, 4 (3) 209 – 217 https://doi.org/10.35609/jmmr.2019.4.3(6) JEL Classification: M10, M12, M19.

scholarly journals The Role of Employees Job Satisfaction in the Relationship between Transformational Leadership and Affective Commitment at Roof-Tile Manufacturing Company

2021 ◽  
Vol 11 (1) ◽  
pp. 306
Author(s):  
Tri Widarmanti ◽  
Arif Partono Prasetio ◽  
Bachruddin Saleh Luturlean
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Human Resources ◽  
Affective Commitment ◽  
Mediating Role ◽  
Roof Tile ◽  
The Relationship ◽  
Mediator Variable

Human resources play a strategic and important role to achieve company's vision and mission, the quality of human resources will affect the performance and progress of an organization. Commitment is very important for organization, a strong affective commitment encourages employees to contribute better, there are constructive factors of affective commitment such as transformational leadership and job satisfaction. This study wants to examine the relationship between transformational leadership, affective commitment, and job satisfaction and the effect of transformational leadership practices on affective commitment directly and indirectly through the mediating role of job satisfaction in tile rooftop manufacturers at Jatiwangi Indonesia. A quantitative survey approach has been used, and 5 hypotheses were tested with a sample 184 of 350 employees of roof-tile manufactures was selected to answer the questionnaire. Data collected based on descriptive analytics processed by SPSS Software, and the result of this study show that there is a positive relationship between these variables, transformational leadership significant positive relations to job satisfaction and affective commitment and job satisfaction becomes a partial mediator variable in the relationship between transformational leadership with affective commitment, but yet those 4 company still not represent all roof-tile company in Indonesia, future studies could replicate the current one by collecting data from different sources.

scholarly journals A Parallel Mediation Model of Employee Affective Commitment and HR Outcomes: Empirical Evidence from Judiciary of Pakistan

2020 ◽  
Vol 7 (3) ◽  
pp. 192-210
Author(s):  
Muhammad Salman Chughtai ◽  
Lenny Yusrini ◽  
Ayesha Khanum
Keyword(s):  
Job Satisfaction ◽  
Affective Commitment ◽  
Optimum Level ◽  
Organizational Goals ◽  
Employee Job Satisfaction ◽  
Hrm Practices ◽  
Employees Satisfaction ◽  
Relationship Of ◽  
The Relationship ◽  
Goals And Objectives

Attainment of goals and objectives of every institute lies in the performance of human resources. Public sector institutions and the judiciary as well face the problem of lower-level performance. In today's dynamic and competitive atmosphere, every organization needs to satisfy their employees to attain the optimum level of their skills and competencies to accomplish the organizational goals and objectives. The present study aims to examine the influence of HRM Practices on job satisfaction with the mediating mechanism of HR outcomes and employee affective commitment. Data collected for this study in two-time spans with a stratified random sample of 203 (186 males and 17 females) ministerial employees (Admin Office Coordinator, Senior Office Coordinator, and Office Coordinator) of Lahore High Court (Principal-seat and allied-Benches) to test the hypothesis. Findings of the study unveiled that HRM practices positively influenced the employees' satisfaction level. Moreover, mediation of HR outcomes and employee affective commitment found between the relationship of HRMPs and employee job satisfaction.

scholarly journals PENGARUH MOTIVASI KERJA, KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP KEPUASAN KERJA KARYAWAN SERTA KINERJA PERUSAHAAN PT. ERHA CLINIC INDONESIA

2018 ◽  
pp. 2493
Author(s):  
I Gusti Ayu Ari Agustini
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Structural Equation ◽  
Work Motivation ◽  
Descriptive Analysis ◽  
Leadership Skills ◽  
Equation Modeling ◽  
Employee Job Satisfaction ◽  
And Performance ◽  
The Relationship

The purpose of this study is to investigate the relationship between work motivation, leadership, organizational culture, employee satisfaction and its influence on the performance of the company PT. Erha Clinic Indonesia. To answer these research purposes, then an examination of the whole employees of PT. Erha Clinic Indonesia, amounting to 112 people. The method used is descriptive analysis and analysis of structural equation modeling (SEM).  Based on the results of analysis show that motivation, leadership, and organizational culture has a significant impact on job satisfaction of employees of PT. Erha Clinic Indonesia. The result of the analysis also states work motivation, leadership, organizational culture, and employee job satisfaction significantly influences the performance of the company PT. Erha Clinic Indonesia. The implications of this research is to improve leadership skills and organizational cultures that exist, so that aspects of employee job satisfaction can be met, because in general a high employee job satisfaction will increase their work motivation and performance.

scholarly journals HUBUNGAN KOMITMEN ORGANISASI DAN IKLIM ORGANISASI DENGAN KEPUASAN KERJA KARYAWAN RUMAH SAKIT SWASTA ISLAM MALANG

2013 ◽  
Vol 1 (2) ◽  
Author(s):  
Nurul Asfiah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Climate ◽  
Employee Job Satisfaction ◽  
Job Satisfactions ◽  
High Level ◽  
The Relationship ◽  
Research Show

Fakultas Ekonomi dan Bisnis Universitas Muhammadiyah MalangE-mail: [email protected] aims of research are to know the condition and to examine the relationship between organizationalcommitment and climate to the employee’ job satisfactions. The research was conducted in IslamicPrivate Hospital Malang and include 140 peoples as respondents. Questionnaires used as an instrumentfor collecting data. The analyses method uses Rank scale and product moment correlation. Theresults of research show that the organizational commitment is in good conditions as well as organizationalclimate. Whereas, the conditions of employee’ job satisfaction is in the high level satisfied. Basedon the product moment show that the relationship between both organizational commitment and climateto the employee’ job satisfaction are in the strong level. It means that all employees in Islamic PrivateHospital are having strong organizational commitment and feeling satisfaction when they are working.It is also the organizational climate, it supports to make employee enjoy their working.Keywords: organizational commitment and organizational climate, employee’ job satisfaction, IslamicPrivate Hospital Malang.

scholarly journals PENGARUH MOTIVASI DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN (Studi Pada Bank Kalsel Syariah Kandangan)

2019 ◽  
Vol 6 (2) ◽  
pp. 197
Author(s):  
Sri Winarsih ◽  
Ahmad Alim Bachri ◽  
Akhid Yulianto
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Linear Regression ◽  
Work Motivation ◽  
Regression Coefficient ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Positive Sign ◽  
Test Statistic ◽  
Employee Job Satisfaction

<em>Results of multiple linear regression analysis in this study produces constant of 0354 stating that if there is no work Morivasi ( x1 ) and job satisfaction ( x2 ) then job satisfaction is equal to 0.354 . Regression coefficient of work motivation ( x1 ) of 0.396 states that any additions ( as a positive sign ) 1 point will increase the job satisfaction of job satisfaction on job satisfaction assuming 0.396 ( x2 ) fixed . Job satisfaction regression coefficient ( x2 ) of 0.688 states that any additions ( as a positive sign ) 1 point of work motivation will increase employee job satisfaction in 0688 with the notion of work motivation ( x1 ) remains.Significant test simultaneously / together ( test statistic F ) result in calculated F value of 78 145. At Kalsel Bank Syariah Kandangan or it can be said that the work motivation ( x1 ) and job satisfaction ( x2 ) jointly affect the performance of employees at Bank Syariah Kandangan South Kalimantan. Calculations using the t -test,  concluded that motivation is a significant effect on the performance of employees at Bank Syariah Kandangan Kalsel zero  hypothesis ( Ho ) is rejected and Ha accepted, so this hypothesis has been tested empirically.</em><br />

scholarly journals The Effect of Job Satisfaction on the Organisational Commitment of Administrators

2018 ◽  
Vol 9 (6(J)) ◽  
pp. 188-198
Author(s):  
L J Thabane ◽  
P Q Radebe ◽  
M. Dhurup
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Strong Correlation ◽  
Affective Commitment ◽  
Administrative Staff ◽  
Organisational Commitment ◽  
Moral Imperative ◽  
Continuance Commitment ◽  
The Relationship ◽  
Overall Job Satisfaction

Administrators are an important human resource in Higher Education because they perform various duties that are critical to the daily operations of universities. In light of this, organisational commitment and job satisfaction of administrators are essential for the efficiency and effectiveness of universities. Notwithstanding the critical relevance and necessity of organisational commitment and job satisfaction, there is evidence of paucity of research on these areas among administrative staff in the South African higher education sector. The objective of this study was to examine the relationship between organisational commitment and overall job satisfaction on the organisational commitment of administrators at a university in Gauteng. To achieve the aforementioned objective, a quantitative survey approach was used to examine the relationship between overall job satisfaction and organisational commitment. The selfadministered structured questionnaires were issued to 383 administrative staff members. Descriptive statistics was utilised to assess the levels of both organisational commitment and job satisfaction, results of which revealed that administrators were satisfied with and committed to the university. Spearman’s rho correlation analysis showed that there was a strong correlation between affective commitment and job satisfaction; and moderate correlations between job satisfaction and moral imperative. Similar strong correlation was observed between indebted obligation and job satisfaction. Conversely, a weak correlation occurred between job satisfaction and continuance commitment. Regression coefficients indicated that job satisfaction contributed positively to the prediction of affective commitment, moral imperative, indebted obligation and continuance commitment. Based on these findings, the recommendations and future research opportunities were suggested.

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