Analisis Faktor-Faktor yang Menentukan Kepuasan Kerja dan Loyalitas Karyawan (Studi Kasus di Perusahaan Kopi PT Golden Kirrin Internasional, Kabupaten Badung)

The Analysis the Factors that Determinate Employee’s Job Satisfaction and Loyalty (The Case at Company’s Coffee by Golden Kirrin International, Badung Regency) This research aims to analyze the factors that determine the job satisfaction and employee loyalty in PT Golden Kirrin International. The research was conducted in the agro-tourism company PT Golden Kirrin International, Badung Regency, Bali Province, with 109 respondents interviewed. The data were analyzed by exploratory factor analysis using SPSS. The results showed that job satisfaction and loyalty of employees of PT Golden Kirrin International supported by three factors, namely: social factor with the indicators are: motivation, the attitude of the leadership relationship led to the employee, employee relations with employees, work space, and punishment. Salary/wage factor with the indicators are: salaries/wages, allowance (Tunjangan Hari Raya), bonuses, job description, holidays, and reward. Work assurance factor with the indicators are: job security and safety assurance. The result of the assessment employee loyalty was analyzed from three indicators showed an excellent result, employees are very satisfied with company’s and employee’s performance and employees are very loyal to the company PT Golden Kirrin Internasional. The advice that can be given on the result of this study to PT Golden Kirrin International is that the leadership of PT Golden Kirrin International must maintain the level of satisfaction and loyalty of its employees, especially in the social and salary/wage factors. Because these factors are very significant impact on the achievements that have been set by the company. As for, the work assurance factor corporate leaders still have to pay attention, because this factor supports the creation of the welfare of the employees working.

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Do the Flexible Employment Arrangements Increase Job Satisfaction and Employee Loyalty? Evidence from Bayesian Networks and Instrumental Variables

10.20944/preprints201607.0007.v1 ◽

2016 ◽

Author(s):

Eleftherios Giovanis

Keyword(s):

Job Satisfaction ◽

Bayesian Networks ◽

Instrumental Variables ◽

Causal Effect ◽

Directed Acyclic Graphs ◽

Employee Relations ◽

Employee Loyalty ◽

Flexible Employment ◽

Acyclic Graphs ◽

The Relationship

This study explores the relationship between job satisfaction, employee loyalty and two types of flexible employment arrangements; teleworking and flexi-time. The analysis relies on data derived by the Workplace Employee Relations Survey (WERS) in 2004 and 2011. A propensity score matching and least squares regressions are applied. Furthermore, Bayesian Networks (BN) and Directed Acyclic Graphs (DAGs) are employed in order to confirm the causality between employment types explored and the outcomes of interest. Finally, an instrumental variables (IV) approach based on the BN framework is proposed and applied in this study. The results support that there is a positive causal effect from these employment arrangements on job satisfaction and employee loyalty.

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EFEK LINGKUNGAN KERJA SOSIAL DAN KEPUASAN KERJA PADA LOYALITAS KARYAWAN DALAM INDUSTRI JASA PROPERTI

Journal of Business Management Education (JBME) ◽

10.17509/jbme.v4i3.21382 ◽

2020 ◽

Vol 4 (3) ◽

pp. 30-39

Author(s):

Farhan Maulana ◽

Sumiyati Sumiyati ◽

Girang Razati

Keyword(s):

Job Satisfaction ◽

Social Work ◽

Work Environment ◽

Tourism Industry ◽

Main Concern ◽

Employee Loyalty ◽

Organizational Goals ◽

Analysis Technique ◽

The Social ◽

Main Components

Abstract: The problem of employee loyalty is still the main concern in the company. It is because there are still many people researching for half a decade that the main components of loyalty include strong beliefs, acceptance of organizational goals, willing to mobilize considerable effort on behalf of the organization and a desire to maintain membership in the organization. Employees who have loyalty to their work will work more effectively and efficiently so that they can optimize their performance and produce good output in the form of products and services. Employee loyalty is a problem that almost happened in every type of company both services and manufacturing in various countries. Starting from the tourism industry, restaurant industry, education industry, health industry, and others. The low employee loyalty toward the company is characterized by decreasing performance, increasing attendance and employee turnover. This occurred to PT. Rezeki Jaya Makmur Sentosa in Ciamis, where the level of employee loyalty has decreased every year, especially in 2014-2018. Surely this is far from the expectations of companies that want their employees to have high loyalty. This study aims to determine (1) the influence of the social work environment on employee loyalty (2) the effect of job satisfaction on employee loyalty (3) the influence of the social work environment and job satisfaction on employee loyalty. This study uses a quantitative method involving 36 respondents using saturated sampling with data collection techniques using questionnaires. The data analysis technique used is multiple linear regression. The results of this study indicate that (1) the influence of the social work environment on employee loyalty partially influences by 70.6% (2) the effect of job satisfaction on employee loyalty partially influential by 63.3% (3) the influence of social work environment and job satisfaction on employee loyalty simultaneously influences by 73.5%. This shows that the better the social work environment and job satisfaction, the higher the employee loyalty. This means that if the social work environment and good job satisfaction will be obtained optimal work output, so that employee loyalty can increase properly.

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An assessment of teacher's job satisfaction and its possible effects on student achievements

Indian Journal of Positive Psychology ◽

10.15614/ijpp.v9i01.11762 ◽

2018 ◽

Vol 9 (01) ◽

Cited By ~ 1

Author(s):

Pradeep S. Kachhawa ◽

Anushree Joshi ◽

Anita Gajraj

Keyword(s):

Job Satisfaction ◽

Public Sector ◽

Secondary Level ◽

Satisfaction Level ◽

Low Level ◽

Level Of Satisfaction ◽

Student Achievements ◽

Mathematics And Science

The present study was conducted on 160 teachers of different subjects (Hindi, English, Mathematics, and Science) of secondary level under public sector schools to assess their job satisfaction. Results suggested that job satisfaction level was found maximum in mathematics subject teachers and minimum in Hindi. The key findings of this study was lack of better opportunity, low salary and the work that an individual find boring are certain issues which affect teacher's responsibility. Low level of satisfaction was a significant cause to move out from their objectives and it proportionally affects learning methodology of students.

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Mediasi Kepuasan Kerja dan Stres Kerja pada Hubungan antara Program Jamsostek dan Kinerja Karyawan Studi Kasus pada Perusahaan Swasta di DIY dan Solo

Jurnal Maksipreneur Manajemen Koperasi dan Entrepreneurship ◽

10.30588/jmp.v3i1.89 ◽

2013 ◽

Vol 3 (1) ◽

pp. 75

Author(s):

Eny Sulistyowati ◽

Totok Danangdjojo

Keyword(s):

Job Satisfaction ◽

Social Security ◽

Job Stress ◽

Work Stress ◽

Program Performance ◽

Social Security Program ◽

Mediating Role ◽

The Social ◽

The Relationship

This study aims to explain the influence of the Social Security program on performance and job satisfaction and job stress as a mediating variable. In addition, this study also describes the effect of job satisfaction on the performance and the effect of work stress on performance. The relationship of each variable in this research is to be measured by conducting a survey on 145 employees of private companies that included in Social Security program on DIY and Solo. Then the path analisys used to test the effect of social security program performance in mediation by job satisfaction, performance and job stress, job satisfaction, and examines the effect on the performance and the effect of work stress on performance. The results showed that the social security program significant positively affects job satisfaction and performance. Job satisfaction was also positively and significantly affect performance. Even though mediating role of job satisfaction in the relationship between social security program performance partial. Because merely direct relationship between social security program with greater performance than the mediating role of job satisfaction. Social Security program did not significantly affect the stress of work, as well as job stress did not significantly affect performance. Therefore, the mediating role of work stress on the relationship between social security program with the performance did not occur. Individual differences and work experience may be a factor that causes no significant relationship between the two variables.

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Analisis Faktor-faktor yang Mempengaruhi Potensi Mogok Kerja Karyawan di Yogyakarta

Jurnal Maksipreneur Manajemen Koperasi dan Entrepreneurship ◽

10.30588/jmp.v1i2.74 ◽

2012 ◽

Vol 1 (2) ◽

pp. 45

Author(s):

Jemadi Jemadi ◽

Siti Noor Hidayati

Keyword(s):

Job Satisfaction ◽

Social Factor ◽

Negative Effects ◽

Social Satisfaction ◽

Production Processes ◽

Satisfaction Factors

Strikes happened in some companies are often caused by employee dissatisfaction. They may disturb production processes and impede the achievement of company goals. Increasing job satisfaction can minimize the strike potential. Job satisfaction is affected by financial, physical, psychological, and social satisfaction factors. It was revealed that financial, physical, psychological, and social satisfaction have statistically significant negative effects on strike potential, with social factor to be the most dominant. Thus, company may implement financial, physical, psychological, and social satisfaction factors to minimize the strike potential.

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Transition from Childcare Institutions to Adulthood for Youth: Through the Lens of Identity and Gender

Institutionalised Children Explorations and Beyond ◽

10.1177/2349300320980553 ◽

2020 ◽

pp. 234930032098055

Author(s):

Garima Sharma

Keyword(s):

Young Adults ◽

Qualitative Study ◽

Social Factor ◽

Smooth Transition ◽

Structured Interviews ◽

Male And Female ◽

Female Youth ◽

Youth Identity ◽

The Social ◽

And Gender

This article explores the transition of youth from childcare institutions as young adults through the lens of youth identity and gender. The research revolves around rethinking the delicate boundaries of adolescence and adulthood for the ‘institutionalised’ youth that is already on the edge of the society. This research tries to understand and decode the experiences of youth, who have lived in the childcare institutions. The childcare institutions reinforce the gender roles through its practices and structure, enabling gaps and challenges for both male and female youth outside the childcare institutions. There is an absence of a strong mechanism, enabling the smooth transition of youth from childcare institutions to adulthood. This results in unprepared young adults for an unplanned transition, fostering several challenges on them as they exit the childcare system. This is a qualitative study. The research includes both male and female youth who have lived in childcare institutions situated in Delhi. The data was collected using semi-structured interviews with the youth. This study finds that youth leaving the childcare institutions are at higher risks of having negative adult outcomes in life. While there is an absolute absence of any body or mechanism to help the youth transit smoothly, childcare institutions reinforce the inferiority and exclusion on a child during the stay period, creating a foundation for youth to perceive the social factor outside the institutions.

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The Role of Employee Relations in Shaping Job Satisfaction as an Element Promoting Positive Mental Health at Work in the Era of COVID-19

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph18041903 ◽

2021 ◽

Vol 18 (4) ◽

pp. 1903

Author(s):

Helena Bulińska-Stangrecka ◽

Anna Bagieńska

Keyword(s):

Mental Health ◽

Job Satisfaction ◽

Social Interactions ◽

Interpersonal Trust ◽

Well Being ◽

Working Environment ◽

Employee Relations ◽

Remote Work ◽

Mediating Role

The COVID-19 pandemic is affecting the mental health of employees. Deterioration of the well-being of workers is also caused by changes in the working environment. Remote working can affect both social interactions and job satisfaction. The purpose of the study is to examine what factors influence job satisfaction in the context of remote work caused by a pandemic. The study analyses whether employee relations and interpersonal trust are related to the level of perceived job satisfaction. The investigation started with a literature review and then research hypotheses have been formulated. Based on an empirical study, carried out on a sample of 220 IT employees during the pandemic, an analysis of the mediating role of trust in links between employee relations and perceived job satisfaction was conducted. The current study found that positive employee relations contribute to the level of job satisfaction. Additionally, trust is an important factor that mediates these relationships. Based on the results of the research, it was possible to describe the mechanism of shaping a supportive work environment during a pandemic.

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Job Quality in Scotland

Scottish Affairs ◽

10.3366/scot.2016.0139 ◽

2016 ◽

Vol 25 (3) ◽

pp. 337-371 ◽

Cited By ~ 1

Author(s):

John Sutherland

Keyword(s):

Job Satisfaction ◽

Job Security ◽

Job Quality ◽

Employment Relations ◽

Level Of Satisfaction

This article examines job quality and job satisfaction for individuals who are employed at workplaces located in Scotland. Using a series of indices constructed from responses in the survey of employees associated with the 2011 Workplace and Employment Relations Study, it investigates how job quality and job satisfaction differ across individuals. It also examines whether job quality and job satisfaction for individuals employed in Scotland are different from individuals employed elsewhere in Britain. Individuals employed at workplaces in Scotland are seen to have positive perspectives about the quality of their jobs. Although most maintain that they work very hard, nonetheless they are seen to have considerable control over most aspects of their jobs; are confident about their job security; and view their workplace managers as being supportive. In terms of differences across individuals, who have higher (lower) levels of job quality depends upon the index of job quality used. With the exception of their pay, individuals are seen to be satisfied with all aspects of their jobs, although the level of satisfaction does vary across individuals. There is little difference between employees located in Scotland and employees located elsewhere in Britain with respect to either job quality or job satisfaction.

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Reasons for Working and Their Relationship to Retirement Attitudes, Job Satisfaction and Occupational Self-Efficacy of Bridge Employees

The International Journal of Aging and Human Development ◽

10.2190/k8ku-46lh-dtw5-44tu ◽

2005 ◽

Vol 61 (1) ◽

pp. 21-35 ◽

Cited By ~ 85

Author(s):

Veronica M. Dendinger ◽

Gary A. Adams ◽

Jamie D. Jacobson

Keyword(s):

Job Satisfaction ◽

Baby Boomers ◽

Self Efficacy ◽

Retirement Age ◽

Bridge Employment ◽

Reliable Predictor ◽

The Social ◽

Social Reason ◽

The U.S

Although the Baby Boomers are the fastest growing segment of the U.S. population and they are quickly approaching retirement age, research has widely neglected to look at the reasons as to why many of them intend on opting for bridge employment as opposed to completely retiring. This study examined the relationships among four reasons for working (social, personal, financial, and generative) and three attitudinal responses to bridge employment (job satisfaction, retirement attitudes, and occupational self-efficacy). In a sample of 108 recent retirees holding bridge employment positions, it was found that generativity served as a reliable predictor of job satisfaction and attitudes toward retirement, whereas the social reason for work was only a reliable predictor of attitudes toward retirement.

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Transfer of Training on Location of a Fault: Effects of Trainer's Observation, Prompting, and Achievement Level

Perceptual and Motor Skills ◽

10.2466/pms.1974.38.3.987 ◽

1974 ◽

Vol 38 (3) ◽

pp. 987-999

Author(s):

Vernon R. Putz

Keyword(s):

Transfer Of Training ◽

Social Factor ◽

Transfer Task ◽

Time Trial ◽

Low Achievers ◽

High Achievers ◽

Trial And Error ◽

Achievement Level ◽

Training Conditions ◽

The Social

Four training conditions were investigated with human Ss differentiated according to high achievement and low achievement academic histories. Trainer's presence or absence was paired with conditions of trial and error and prompting in a complete factorial. It was hypothesized based on a Hull-Spence interpretation of social facilitation that trainer's presence with prompting during training would lead to superior transfer over conditions of trainer's absence and prompting, while the lowest transfer was expected with the combined condition of trainer's presence and trial and error. It was further assumed that high achievers would learn the task readily and be relatively unaffected by the four training conditions. On the transfer task for both fault-misses and response time trial and error for the low achievers was superior to prompting. Trainer's presence was insignificant, while achievement level was influential. The results suggested that active learning involving the task-activity of trial and error was more arousing than the social factor of the trainer's presence, particularly in view of the fact that the trainer lacked significant evaluative ability for the trainee- Ss in the laboratory setting.

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