scholarly journals MOTIVASI MEMEDIASI PENGARUH KOMITMEN PROFESIONAL TERHADAP KEPUASAN KERJA PERAWAT RSUD KABUPATEN KLUNGKUNG

2021 ◽  
Vol 10 (8) ◽  
pp. 800
Author(s):  
Nyoman Yustiana Sumandari ◽  
I Made Artha Wibawa
Keyword(s):  
Job Satisfaction ◽  
Path Analysis ◽  
General Hospital ◽  
Sampling Method ◽  
Work Motivation ◽  
District General Hospital ◽  
Civil Servant ◽  
Professional Commitment ◽  
Nurse Job Satisfaction

A person's job satisfaction is influenced by several aspects, such as having the motivation and professional commitment needed to encourage a professional to do his job and develop the abilities he has in doing his job. This research is conducted at the Klungkung District General Hospital with 120 civil servant nurses as a sample using nonprobability sampling method. Data were collected using a questionnaire and analyzed by path analysis. The results show that Professional Commitment has a positive and significant effect on Job Satisfaction; Work Motivation has a positive and significant effect on Job Satisfaction; Professional Commitment has a positive and significant effect on Work Motivation; and Professional Commitment has a positive and significant effect on Nurse Job Satisfaction mediated by Work Motivation. Keywords: Professional Commitment, Motivation, Job Satisfaction

scholarly journals Hubungan Remunerasi dan Motivasi Kerja dengan Kepuasan Kerja Perawat di RS PKU Muhammadiyah Gamping

2020 ◽  
Vol 20 (1) ◽  
pp. 137
Author(s):  
Elmira Apriliani ◽  
Nur Hidayah
Keyword(s):  
Job Satisfaction ◽  
Path Analysis ◽  
Nursing Care ◽  
Random Sampling ◽  
Work Performance ◽  
Sampling Method ◽  
Work Motivation ◽  
Analysis Method ◽  
Cross Sectional ◽  
Compensation Management

Remuneration or reward, which is part of compensation management, may affect the morale and motivation of employees to do a better work performance. This research aimed to analyze the correlation between remuneration and work motivation with nurses’ job satisfaction in PKU Muhammadiyah Gamping Hospital. This study was a quantitative one with cross sectional approach. The sample of this study consisted of 123 nurses which was selected using proportional random sampling method. Questionnaires were used to gather data and the result analyzed with path analysis method. The result showed that remuneration variable had a positive and significant influences on nurses’ job satisfaction (p=0,007), work motivation (p=0,003) while work motivation had a positive significant influences on nurses’ job satisfaction (p=0,001). The result of path analysis indicated that the direct influence of remuneration on nurses’ job satisfaction is higher compared to its indirect influence. Optimalization of nurses’ work motivation and job satisfaction on the implementation of a professional nursing care in PKU Muhammadiyah Gamping hospital can be improved by adjusting the remuneration or compensation of their work services.

scholarly journals PENGARUH STRES KERJA TERHADAP KEPUASAN KERJA DENGAN MOTIVASI KERJA SEBAGAI VARIABEL MEDIASI

2018 ◽  
Vol 8 (3) ◽  
pp. 1203
Author(s):  
I Gede Redita Yasa ◽  
A.A. Sagung Kartika Dewi
Keyword(s):  
Job Satisfaction ◽  
Path Analysis ◽  
Job Stress ◽  
Work Stress ◽  
Sampling Method ◽  
Civil Servants ◽  
Insignificant Effect ◽  
Analysis Technique ◽  
High Satisfaction ◽  
High Motivation

Job satisfaction is a condition where employees feel satisfied with their work. People who express high satisfaction in their work tend to be more productive, while unproductive people tend to experience stress on workers. The purpose of this study was to analyze the effect of work stress on job satisfaction with motivation as an mediation variable on Denpasar City Revenue Agency. This research was conducted at the Denpasar City Regional Revenue Agency, the number of samples in this study were 92 civil servants with saturated sampling method. Path analysis technique is used in this study. Based on the results of the analysis of the study found that job stress has a negative and significant effect on job satisfaction. Job stress has a negative and insignificant effect on motivation. Motivation has a positive and significant effect on job satisfaction. Motivation is able to mediate the influence of work stress on job satisfaction. This means that despite work stress but if supported by high motivation, maximum job satisfaction will arise.

scholarly journals INFLUENCE OF ORGANIZATIONAL CULTURE, SELF-EFFICACY, WORK MOTIVATION AND JOB SATISFACTION ON THE PERFORMANCE OF UMN AL-WASHLIYAH LECTURERS IN MEDAN

2020 ◽  
Vol 1 (2) ◽  
pp. 113-127
Author(s):  
Samsul Bahri ◽  
Benyamin Situmorang ◽  
Edidon Hutasuhut
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Path Analysis ◽  
Self Efficacy ◽  
Random Sampling ◽  
Work Motivation ◽  
Path Coefficient ◽  
Direct Influence ◽  
Research Technique

This study aims to answer several hypotheses about the direct influence of organizational culture, self-efficacy, work motivation, and job satisfaction on work motivation, job satisfaction, and lecturer performance. The research technique used proportional random sampling to a sample of 152 of 246 lecturers UMN Al-Washliyah Medan, with research instruments using questionnaires with the scale Likert. Then the data is processed and analyzed with path analysis, thus producing an analysis with a coefficient of path 0.30 on the direct influence of organizational culture on work motivation, path coefficient 0.43 on the direct influence of self-efficacy on work motivation, path coefficient 0.47 on the direct influence of organizational culture on job satisfaction, coefficient of path 0.28 on the direct influence of self-efficacy on job satisfaction, path coefficient 0.22 on the direct influence of organizational culture on performance, the coefficient of line 0.15 on the direct influence of self-efficacy on lecturer performance, the coefficient of line 0.23 on the direct influence of work motivation on lecturer performance, and the coefficient of path 0.28 on the direct influence of job satisfaction on lecturer performance. From the results of the analysis, to improve the performance of lecturers need to be made various efforts, among others, by improving organizational culture, self-efficacy, work motivation, and job satisfaction.

scholarly journals Pengaruh Kualitas Pelayanan dan Motivasi Kerja terhadap Kinerja Melalui Kepuasan Kerja Pegawai Pada Kantor BPPRD Palangka Raya

2020 ◽  
Vol 1 (3) ◽  
pp. 179-186
Author(s):  
Reiny Irianti Poetri ◽  
Bambang Mantikei ◽  
Thresia Kristiana
Keyword(s):  
Job Satisfaction ◽  
Service Quality ◽  
Path Analysis ◽  
Indirect Effect ◽  
Indirect Effects ◽  
Work Motivation ◽  
Employee Performance ◽  
Secondary Data ◽  
Service Staff ◽  
And Performance

Government agencies' service standards have been established based on MENPAN Decree No. 25/2004. Therefore it is necessary to review the giving of work motivation, so that job satisfaction and performance can be improved again. The purpose of this research is to measure and analyze the direct and indirect effects of service quality, work motiva-tion, on job satisfaction and performance and to measure and analyze the direct influence and indirect effect between job satisfactions on employee performance. The sample of the study consisted of 200 people taxpayers service staff Palangka Raya BPPRD Office. Research data in the form of primary and secondary data obtained through observation and questionnaires. Data were analyzed using path analysis, while the job satisfaction variable was an intervening varia-ble and performance was the dependent variable (the dependent variable). From the results of path analysis where the direct effect between service quality on job satisfaction and on performance has a significant effect, and work motiva-tion on job satisfaction is not significant. While the indirect effect (indirect effects) quality of service on performance through job satisfaction with a coefficient of 0.115 is greater than work motivation on performance through job satis-faction by 0.030, meaning that work motivation on performance through job satisfaction has a non-significant effect.

scholarly journals The Effect of Work Motivation and Compensation towards Performance of Non-Civil Servant Employee with Job Satisfaction as a Mediation Variable

2021 ◽  
pp. 41-55
Author(s):  
Kosmas Sedik
Keyword(s):  
Public Health ◽  
Job Satisfaction ◽  
Health Center ◽  
Human Resource ◽  
Work Motivation ◽  
Employee Performance ◽  
Civil Servant ◽  
Civil Servants ◽  
Primary Data ◽  
Public Health Center

Human resource in the organization is one of the functions in the application of management in order to realize the vision, mission, and goals of the organization. One of parts of human resource is the employees including the non-civil servant of Public Health Center in Tambrauw Regency. The performance of non-civil servant can be known through the performance of the Public Health Center that will have an impact on the performance of the health office. Thus, work motivation, compensation, and job satisfaction are several factors that support the implementation of non-civil servant employee performance in order to provide good service quality. This study aims to determine the effect of work motivation towards non-civil servant’s employee performance and job satisfaction, compensation towards employee performance and job satisfaction, and job satisfaction on employee performance. This study uses a quantitative approach. Respondents in this study were 109 Public Health Center employees in Tambrauw Regency, West Papua Province. The data used in this study are primary data obtained from the questionnaire filling results. The data from the filling results were then analyzed using SEM-AMOS. The results show that (1) work motivation positively and significantly affects non-civil servants’ employee performance, (2) compensation positively and significantly affects non-civil servants’ employee performance, (3) work motivation positively and significantly affects job satisfaction, (4) compensation positively and significantly affects job satisfaction, (5) job satisfaction positively and significantly affects non-civil servants’ employee performance, (6) work motivation positively and significantly affects performance mediated by job satisfaction, and (7) compensation positively and significantly affects performance mediated by job satisfaction. The conclusion is that the higher the work motivation of the non-civil servant employee of Public Health Center, the higher the performance and the job satisfaction; the higher the compensation of the non-civil servant employee of Public Health Center, the higher their performance and job satisfaction; and the higher the job satisfaction, the higher their performance.

scholarly journals Penerapan Sistem Penilaian Kinerja Berbasis E-Kinerja Terhadap Prestasi Kerja Pegawai Melalui Kepuasan Kerja Sebagai Variabel Intervening Pada Dinas Kependudukan dan Pencatatan Sipil Kabupaten Banyuwangi

2019 ◽  
Vol 6 (2) ◽  
pp. 175
Author(s):  
Dwi Rafita Mukti ◽  
Sri Wahyu Lelly Hana Setyanti ◽  
Lilik Farida
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Path Analysis ◽  
Performance Appraisal ◽  
Sampling Method ◽  
Sampling Technique ◽  
Analysis Method ◽  
Appraisal System ◽  
Purposive Sampling ◽  
Performance Appraisal System

This study aims to knowing the influence of performance appraisal system based on e-performance on employee achievement through job satisfaction as an intervening variable on Dinas Kependudukan dan Pencatatan Sipil Kabupaten Banyuwangi. This study is causal research, it means problem characteristics research in a form cause-effect between two variables or more. Population is employees of Dinas Kependudukan dan Pencatatatn Sipil Kabupaten Banyuwangi with the amount 80 employees. The sampling method for this study was doing with purposive sampling technique and it has been gotten 37 respondents as samples. Data analysis method is Path Analysis. The hypothesis of research are performance appraisal based on e-performance has significantly affected job achievement, performance appraisal based on e-performance has significantly affected job satisfaction, and job satisfaction has significantly affected job achievement. The result of study was performance appraisal based on e-performance has positive and significantly affected employees achevement. It means performance appraisal based on e-performance can increase employee achievement. Performance appraisal based on e-performance has positive and significantly affected job satisfaction on employees. It means performance appraisal based on e-performance can increase job satisfaction on employees. Job satisfaction has positive and significantly affected employees achievement. It means the employees successfully in doing the tasks which have been given by company can increase job satisfaction which got. Keywords: Performance Appraisal, E-Performance, Job Saticfaction, employee acievement.

scholarly journals BAGAIMANA TURNOVER INTENTION GENERASI MILLENIAL DAN NON MILLENIAL DIPENGARUH MEANING OF WORK DAN JOB SATISFACTION (STUDI PADA BAGIAN ADMINISTRASI PTS A, JAKARTA)

2017 ◽  
Vol 14 (2) ◽  
pp. 152-169
Author(s):  
Petrus Satrio Hananto Wibisono
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Path Analysis ◽  
Turnover Intention ◽  
Random Sampling ◽  
Sampling Method ◽  
Administrative Staff ◽  
Meaning Of Work ◽  
Mediation Model

This study was conducted with the aim to determine the effect meaning of work on intention turnover can be mediated job satisfaction at the administrative staff of the PTS A Jakarta. Sampling method used is random sampling by using a sample of 80 employees of the PTS A, Jakarta. Methods Data analysis used in this study is path analysis with macro software and SPSS 22 for windows Preacher-Hayes 2013 Moderate Mediation Model. The result of this research shows that the meaning of work can decrease the intention turnover through job satisfaction at the administrative staff at PTS A  Jakarta. Significant work meanings increase job satisfaction. Significant job satisfaction towards turnover intention.

scholarly journals Budaya Organisasi, Motivasi Kerja Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening Pada Rumah Sakit Semen Gresik

MANAJERIAL ◽  
2020 ◽  
Vol 7 (2) ◽  
pp. 170
Author(s):  
Mohammad Tajuddin ◽  
Tumirin Tumirin ◽  
Eva Desembrianita
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Sampling Method ◽  
Service Management ◽  
Work Motivation ◽  
Employee Performance ◽  
Statistical Tests ◽  
Health Service Organization ◽  
The Impact ◽  
Hospital Sample

Background - Hospitals as a health service organization in order to "survive" must have a good service management system so that the impact on employee performance can meet the demands of the community's needs. Objectives - This study aims to determine the extent of job satisfaction and employee performance at Semen Gresik Hospital which is influenced by organizational culture and work motivation.Design / Methodology / Approach - The object of this study is Semen Gresik Hospital. Sample in this study used a purposive sampling method with the provisions of respondents who worked more than 5 years while through the formula Slovin determined the number of research samples of 219 respondents. Statistical tests use path analysis.Results and Discussion - Based on the results of the analysis prove that organizational culture and motivation directly and indirectly influence employee performance and job satisfaction, the findings of organizational culture have a smaller coefficient on employee performance and job satisfaction compared to work motivation and based on analysis testing The path of organizational culture has a total value smaller than work motivation. So the results of the study concluded that organizational culture and motivation can increase job satisfaction and employee performance.Conclusion - All hypotheses this study are proven and can be accepted. Organizational Culture, work motivation has direct and indirect effects on employee performance and job satisfaction.Research Implications - It is hoped that the results of this study can contribute to knowledge and hospital management to pay attention to organizational culture and work motivation to improve employee performance and employee satisfaction at work.    

Pengaruh Gaya Kepemimpinan, Lingkungan dan Motivasi terhadap Kepuasan Kerja Guru di SMK Negeri Jakarta Utara

2015 ◽  
Vol 2 (2) ◽  
Author(s):  
Virgana Virgana ◽  
Didi Suprijadi
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Path Analysis ◽  
Work Environment ◽  
Leadership Style ◽  
Work Motivation ◽  
Human Resources Development ◽  
The Government ◽  
Resources Development ◽  
Unit Analysis

<p>This causal research is aimed at obtaining information related to the possibility that the teachers’ job satisfaction of the government vocational schooll in North of Jakarta is effected by leadership style, work environment, and teachers’ work motivation. Research has been implemented using path analysis after all variables put into a matrix of correlation. In this research, teachers has been chosen as a unit analysis and 100 samples selected randomly. The results of analysis finds out that: 1) the teachers’ work motivation is affected directly by leadership style; 2) ) the teachers’ work motivation is affected directly by work environment; 3) the teachers’ job satisfaction is affected directly by leadership style; 4) the teachers’ job satisfaction is affected directly by work environment;5) the teachers’ job satisfaction is affected directly by the teachers’ work motivation; 6) the teachers’ job satisfaction is affected indirectly by leadership style; and 7) the teachers’ job satisfaction is affected indirectly by work environment. Therefore, the leadership style, work environment, and teachers’ work motivation should be put into account of human resources development in managing the teachers’ job satisfaction at The Education Office of DKI Jakarta Province.</p>

PENGARUH KOMPENSASI, HUBUNGAN INTERPERSONAL, KESEMPATAN BERPRESTASI DAN KONDISI KERJA TERHADAP KEPUASAN KERJA KARYAWAN RUMAH SAKIT UMUM DAERAH BANGIL

2018 ◽  
Vol 4 (2) ◽  
pp. 54-64
Author(s):  
Liemgiani Liemgiani
Keyword(s):  
Job Satisfaction ◽  
General Hospital ◽  
Interpersonal Relationships ◽  
Working Conditions ◽  
Interpersonal Relations ◽  
District General Hospital ◽  
Work Conditions ◽  
Job Dissatisfaction ◽  
Employee Job Satisfaction ◽  
Simultaneous Influence

In fact, the effectiveness and productivity of an organization is greatly affected by job satisfaction. Conversely, job dissatisfaction will cause a decrease in enthusiasm and enthusiasm for work. The number of cases of work strikes lately, irrespective of the motives of each individual, implies employee dissatisfaction with the organization. This is certainly very disturbing the effectiveness of the company as a form of organization. One program that needs to be considered in the context of optimizing human resources is to meet job satisfaction. With the fulfillment of job satisfaction, individual employees will try to improve their abilities. The success or failure of an organization depends on the ability of the organization to provide job satisfaction to its employees. The purpose of this study (1) To determine the simultaneous influence of compensation variables, interpersonal relationships, opportunities for achievement, and work conditions affect employee job satisfaction at the Bangil District General Hospital. (2) To determine the partial effect of compensation variables, interpersonal relations, opportunities for achievement, and work conditions affect employee job satisfaction at the Bangil District General Hospital. The results showed that simultaneous compensation variables, interpersonal relationships, achievement opportunities and working conditions have a significant influence on employee job satisfaction in Bangil District General Hospital, while partially the compensation variables, interpersonal relationships and working conditions have an influence on employee job satisfaction at General Hospitals Bangil area. Keywords: Compensation, Interpersonal Relationships, opportunities for achievement, working conditions and job satisfaction

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