scholarly journals BUDAYA ORGANISASI, INSENTIF, KEPUASAN KERJA, DAN KINERJA KARYAWAN PADA PT AVRIST ASSURANCE

2017 ◽  
Vol 19 (1) ◽  
pp. 74
Author(s):  
Iha Haryani Hatta ◽  
Widarto Rachbini
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Structural Equation Model ◽  
Structural Equation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Equation Model ◽  
Total Effect

Tujuan penelitian ini adalah untuk mengetahui pengaruh budaya organisasi dan insentif terhadap kepuasan kerja dan kinerja karyawan. Penelitian dilakukan di PT Avrist Assurance, dengan menggunakan 211 karyawan sebagai responden.Teknik pengambilan sampel dalam penelitian ini dilakukan secara acak sederhana. Analisis dilakukan dengan Structural Equation Model (SEM) menggunakan Lisrel 8.5. Hasil penelitian menemukan adanya pengaruh yang signifikan antarabudaya organisasi dan insentif terhadap kepuasan kerja dan kinerja karyawan, serta pengaruh yang signifikan antarakepuasan kerja terhadap kinerja karyawan. Pengaruh total budaya organisasi terhadap kepuasan kerja dan kinerja karyawan lebih dominan daripada pengaruh total insentif terhadap kepuasan kerja dankinerja karyawan.The purpose of this study was to determine the effect of organizational culture and incentive on job satisfaction and employees’ performance. The study was conducted in PT Avrist Assurance, using 211 employees as respondents. The sampling technique in this research is simple random. The analysis was performed with Structural Equation Model (SEM) using Lisrel 8.5. The study found that organizational culture and incentives significantly affect job satisfaction and employees’ performance. Moreover, job satisfaction significantly affect employees’ performance. The total effect of organizational culture on Job Satisfaction and employee performance is more dominant than the total effect of incentives on Job Satisfaction and employee performance.

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.

scholarly journals PENGARUH BUDAYA ORGANISASI DAN MOTIVASI KERJA TERHADAP KEPUASAN KERJA DALAM MENINGKATKAN KINERJA KARYAWAN (STUDI KASUS PT PLN (PERSERO) DISTRIBUSI JAKARTA RAYA)

2019 ◽  
Vol 3 (1) ◽  
Author(s):  
Heri Purwanto
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Structural Equation ◽  
Work Motivation ◽  
Employee Performance ◽  
Equation Model ◽  
Sem Analysis ◽  
Job Responsibilities ◽  
Culture Influence ◽  
The Rich

<p>The researcher aims to know how the influence of organizational culture and work motivation on job satisfaction with employee performance (Case Study of PT. STATE<br />ELECTRIC COMPANY (Persero) Distribution Jakarta Raya). Hypothesis used in this research: Organizational culture have an effect on to job satisfaction, work motivation influence to<br />job satisfaction, organizational culture influence to employee performance, work motivation influence to employee performance, job satisfaction influence to employee performance. The data were collected by using questionnaires distributed to respondents. The population in this study is 1780 employees, with sampling used in this study is probability sampling, with the technique of sample random sampling from the total of the existing population then the<br />sample of the study of 327 respondents. Instrument calibration was performed to test the validity of grain and product moment and reliability was calculated using the coefficient of<br />cronbach's alpha. The hypothesis used in this research is to use the tenure of Structural Equation Model (SEM) analysis. The results of this study conclude that the organizational<br />culture variables affect the job satisfaction, while organizational culture affects the performance of the rich. It can be concluded that organizational culture and job satisfaction have an influence on employee performance. Motivation of work has an influence on job satisfaction, while work motivation has an influence on employee performance. It can be concluded that the motivation of work more influence on job satisfaction when compared to employee performance. Job satisfaction has an effect on employee performance. Overall, which has the most influence on employee performance is job satisfaction. Based on the results of these studies, in improving employee performance requires an individual attitude that is emotional to the job with job responsibilities.</p>

scholarly journals COMPENSATION AND WORK DISCIPLINE ON EMPLOYEE PERFORMANCE WITH JOB SATISFACTION AS INTERVENING

TRIKONOMIKA ◽  
2019 ◽  
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Model ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Model ◽  
Primary Data

This study aims to determine the effect of compensation and work discipline on employee performance through job satisfaction as an intervening. This research conduct at PT. XD Sakti Indonesia. The population is employees belonging to grade 2 (non-staff); The sample was taken, 200 respondents. Primary data and analyzed using Structural Equation Model (SEM). The results showed that compensation and work discipline had a positive and significant effect on employee performance through job satisfaction as an intervening. The findings of this study prove that compensation and work discipline have a positive and significant effect on job satisfaction, which can further improve employee performance. The independence of employees in performing has not been able to show their ability according to their duties and responsibilities, which is caused by the lack of employee confidence.

scholarly journals THE EFFECT OF ORGANIZATIONAL CULTURE AND LEADERSHIP UPON JOB SATISFACTION AND JOB PERFORMANCE OF THE EMPLOYEES (The study at PT Promed Farma, Sukabumi, West Java)

2017 ◽  
Vol 2 (02) ◽  
pp. 21
Author(s):  
Ratno .
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Job Performance ◽  
Leadership Style ◽  
Random Sampling ◽  
Structural Equation ◽  
Employee Performance ◽  
Hypothesis Test ◽  
Sampling Technique ◽  
Equation Modelling

This study aims to examine the effect of the organizational culture and the leadership upon job satisfaction and job performance of the employees. The samples of this study are 125 employees of PT Promed Farma at the manufacturing division applying the proportional random sampling technique. And the hypothesis test has applied the Structural Equation Modelling (SEM) method. The Result of the Analysis has indicated that the organizational culture and the leadership have positively affecting job satisfaction. Organizational culture and job satisfaction have significantly and positively affected job performance of the employees, nevertheless, directly leadership has not significantly affected job performance of the employees. This research has proven that the organizational culture and the leadership have indirectly provided bigger effect upon job performance of the employees when it has been built up thru the highest level of job satisfaction. The variables of the organizational culture, leadership and job satisfaction have determined job performance of the employees which is 75% and the rest of 25% has been determined by other variables that have not been studied yet.Keywords: Organizational Culture, leadership style, job satisfaction and employee performance.

scholarly journals PENGARUH KOMPENSASI DAN RESILIENSI TERHADAP KEPUASAN KERJA KARYAWAN

2020 ◽  
Vol 4 (1) ◽  
pp. 156
Author(s):  
Utomo Kevin Tonnisen ◽  
Mei Ie
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Model ◽  
Work Experience ◽  
Structural Equation ◽  
Sampling Technique ◽  
Equation Model ◽  
Probability Sampling ◽  
Purposive Sampling ◽  
Employee Job Satisfaction ◽  
Positive Effect

Tujuan penelitian ini adalah untuk mengetahui ada tidaknya pengaruh kompensasi terhadap kepuasan kerja karyawan dan pengaruh resiliensi terhadap kepuasan kerja karyawan. Kepuasan kerja karyawan merupakan salah satu variabel yang paling banyak diteliti. Kepuasan kerja didefinisikan sebagai suatu keadaan emosional dialami karyawan, yang bersifat menyenangkan atau bersifat positif. Kepuasan kerja pada umumnya yang dihasilkan dari penilaian karyawan terhadap pengalaman kerja atau pekerjaannya. Dengan demikian, kepuasan kerja menunjukkan sikap positif umum karyawan terhadap pekerjaannya. Apabila karyawan merasa adanya kepuasan kerja, maka karyawan tersebut dapat lebih termotivasi untuk menghasilkan kinerja yang lebih baik. Kepuasan kerja dipengaruhi oleh banyak variabel. Dalam penelitian ini, variabel yang akan diteliti pengaruhnya terhadap kepuasan kerja karyawan adalah kompensasi dan resiliensi. Kompensasi merupakan total penghargaan atau hadiah yang diberikan perusahaan sebagai pembayaran atas hasil pekerjaan karyawan, sedangkan resiliensi merupakan suatu konsep yang menunjukkan kemampuan seseorang untuk mengatasi dan beradaptasi terhadap masa-masa sulit yang dihadapinya. Metode analisis data menggunakan Structural Equation Model (SEM) dengan alat analisis SmartPLS 3.0. Sampel diambil dengan metode non-probability sampling dan teknik purposive sampling. Sampel dalam penelitian sebanyak tigapuluh orang karyawan dengan kriteria merupakan karyawan yang masih aktif bekerja dan memiliki masa kerja minimal satu tahun. Hasil pengujian hipotesis menunjukkan bahwa adanya pengaruh positif kompensasi terhadap kepuasan kerja karyawan dan adanya pengaruh positif resiliensi terhadap kepuasan kerja karyawan. Kesimpulan penelitian ini adalah kompensasi berpengaruh terhadap kepuasan kerja dan resiliensi juga berpengaruh terhadap kepuasan kerja. Keterbatasan penelitisan ini adalah jumlah sampel yang sedikit sehingga pada penelitian mendatang, jumlah sampel penelitian dapat lebih ditingkatkan.  The purpose of this study is to determine whether there is an effect of compensation on employee job satisfaction and the effect of resilience on employee job satisfaction. Employee job satisfaction is one of the most widely studied variables. Job satisfaction is defined as an emotional state experienced by employees, which is fun or positive. Job satisfaction in general results from employee evaluations of work experience or work. Thus, job satisfaction shows the general positive attitude of employees towards their work. If employees feel job satisfaction, then the employee can be more motivated to produce better performance. Job satisfaction is influenced by many variables. In this study, the variables that will be examined for their effects on employee job satisfaction are compensation and resilience. Compensation is the total award or prize given by the company as payment for the work of employees, while resilience is a concept that shows a person's ability to overcome and adapt to the difficult times they face. The data analysis method uses Structural Equation Model (SEM) with SmartPLS 3.0 analysis tools. Samples were taken by the non-probability sampling method and purposive sampling technique. The samples in this study were thirty employees with the criteria are employees who are still actively working and have a minimum working period of one year. The results of hypothesis testing indicate that there is a positive effect of compensation on employee job satisfaction and a positive effect of resilience on employee job satisfaction. The conclusion of this study is that compensation has an effect on job satisfaction and resilience also has an effect on job satisfaction. The limitation of this research is the small number of samples so that in future studies, the number of research samples can be further increased.

scholarly journals PENGARUH BUDAYA ORGANISASI DAN GAYA KEPEMIMPINAN TERHADAP KEPUASAN KERJA DAN KINERJA KARYAWAN DI LINGKUNGAN KANTOR PUSAT UNIVERSITAS JEMBER

BISMA ◽  
2017 ◽  
Vol 11 (1) ◽  
pp. 1
Author(s):  
Budi Prasetiyo
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Leadership Style ◽  
Organizational Support ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Model ◽  
Administrative Staff ◽  
Administrative Employees ◽  
Positive Effect

Abstract: Employee contribution becomes important when it is done with effective action and right behavior. Not only the amount of effort but also the direction of the business. The nature, effort or willingness to work as well as the various things that constitute organizational support is very important for the success of employee performance. In this study, the author tries to analyze the problems faced by the administrative staff of Jember University (UNEJ). Empirical tests were conducted on 115 administrative employees to obtain data on organizational culture and leadership style that has been enough to give hope to the administrative staff. Analyzer used in this research is Structural Equation Model (SEM). From the results of model testing, it can be concluded that organizational culture and leadership style have a positive effect on job satisfaction, leadership style positively affect the organizational culture. Organizational culture, leadership style, and job satisfaction have a positive effect on employee performance. To improve the performance of administrative employees, especially the dimensions of cost control and self-reliance initiatives, it requires a bureaucratic leadership style and autocratic leadership style in an open and process-oriented organizational culture system as an effort to improve employee job satisfaction.Keywords: Organizational Culture, Leadership Style, Job Satisfaction, and Employee Performance

scholarly journals ANALISIS MOTIVASI DAN KEMAMPUAN KERJA TERHADAP KEPUASAN KERJA DAN KINERJA KARYAWAN PADA BENGKEL UD. RIO MOTOR ANGSANA KABUPATEN TANAH BUMBU BORNEO SELATAN

2019 ◽  
Vol 5 (2) ◽  
Author(s):  
Nor Isna Nidawati
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Model ◽  
Work Ability ◽  
Structural Equation ◽  
Work Motivation ◽  
Employee Performance ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square ◽  
Pls Method

Abstract: The purpose of this study was to determine and analyze the effect of work motivation and work ability on job satisfaction and employee performance at the UD workshop. Rio Motor Angsana Tanah Bumbu Regency - South Borneo. The research method used is Structural Equation Model (SEM) is a multivariate statistical analysis technique used to build, estimate, and test causal relations. Partial Least Square (PLS) estimation method in analyzing SEM and building a desktop-based application for the PLS method that is easy to use. The use of PLS method itself is because it is an alternative method in analyzing SEM models that have small amounts of data and are not normally distributed. This study uses R software to help analyze the use of the PLS method. The results showed that the value of R2 produced was 51%, which meant that the model built was categorized as a good model. In the significance test with a significance level of 5%, the results showed that work motivation and work ability had a significant influence on job satisfaction and employee performance at the UD workshop. Rio Motor Angsana Tanah Bumbu Regency - South Borneo Keywords: work motivation, work experience, competence and employee performance Abstrak: Tujuan penelitian ini adalah untuk mengetahui dan menganalisis pengaruh motivasi kerja dan kemampuan kerja terhadap kepuasam kerja dan kinerja karyawan pada pada bengkel UD. Rio Motor Angsana Kabupaten Tanah Bumbu - Kalimantan Selatan. Metode penelitian yang digunakan adalah Structural Equation Model (SEM) merupakan teknik analisis statistik multivariat yang digunakan untuk membangun, mengestimasi, dan menguji relasi sebab akibat. metode estimasi Partial Least Square (PLS) dalam menganalisis SEM dan membangun sebuah aplikasi berbasis desktop untuk metode PLS yang mudah untuk digunakan. Penggunaan metode PLS sendiri dikarenakan sebagai metode alternatif dalam menganalisis model SEM yang memiliki data berjumlah kecil dan tidak berdistribusi normal. Penelitian ini menggunakan software R untuk membantu menganalisis penggunaan  metode PLS. Hasil penelitian menunjukkan bahwa Nilai R2 yang dihasilkan adalah 51% yang berarti model yang dibangun dikategorikan model yang baik. Pada uji signifikansidengan taraf signifikansi 5%, diperoleh hasil bahwa motivasi kerja dan kemampuan kerja memiliki pengaruh signifikan terhadap kepuasan kerja dan kinerja karyawan pada pada bengkel UD. Rio Motor Angsana Kabupaten Tanah Bumbu - Kalimantan Selatan. Kata kunci : motivasi kerja, pengalaman kerja, kompetensi dan kinerja karyawan

scholarly journals ORGANIZATIONAL CITIZENSHIP BEHAVIOUR THAT MEDIATED THOSE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP AND ORGANIZATIONAL CULTURE TOWARDS EMPLOYEE PERFORMANCE AT XYZ ORGANIZATION

2021 ◽  
Vol 2 (3) ◽  
pp. 411-419
Author(s):  
Aprilian Rahmawaty ◽  
Singmin Johanes Lo
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Organizational Citizenship ◽  
Structural Equation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Equation Model ◽  
Research Population ◽  
Sample Method ◽  
The Impact

Main purpose of this research was to explored An organizational citizenship behaviour's influenced that mediate the impact from transformational leadership and organizational culture towards employee performance at XYZ organizational. Research population was all employees from XYZ Organization, amounting to 113 employees. Sample method by non-probability sampling with saturated sampling as sampling technique so respondents chosen was 113 respondents. Data analysis method in this research used Structural Equation Model (SEM) with assist of Smart PLS version 3.2.9 program. These result indicated that transformational leadership and organizational culture has a positive and significant influence on employee performance Likewise to organizational citizenship behaviour.

scholarly journals Antecedents of employee performance in public services

2020 ◽  
Vol 9 (7) ◽  
pp. 12-22
Author(s):  
Andi Tikno Saputro ◽  
Margono Setiawan ◽  
Desi Tri Kurniawati
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Structural Equation Model ◽  
Structural Equation ◽  
Public Services ◽  
Employee Performance ◽  
Equation Model ◽  
Directorate General ◽  
Ministry Of Finance ◽  
Task Technology Fit

This research conducted to confirm the effect of Task-Technology Fit (TTF), transformational leadership, and job satisfaction on employee performance. The study was conducted on 15 KPPN as an agency of the Directorate General of Treasury, Ministry of Finance in East Java, Indonesia with the method of saturated samples (census) to 412 employees with a Likert scale of five points. Structural Equation Model (SEM) approach used and finally 216 questionnaires processed with AMOS ver. 26. The findings confirm if Task-Technology Fit (TTF), transformational leadership, and job satisfaction have a significant effect on employee performance and job satisfaction as partial mediation in the model. 

scholarly journals The Effects of Leadership, Competence, and Organizational Culture on Employee Performance Mediated By Employee Satisfaction

2021 ◽  
Vol 3 (2) ◽  
pp. 332-346
Author(s):  
Triono Nugroho ◽  
Anita Erari ◽  
Sandra Sukmaning Adji
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square ◽  
Leadership Competence ◽  
Relationship Of ◽  
The Relationship

Improving employee performance is an important and mandatory thing to be realized, especially in local government organizations. This study aims to determine and analyze the influence of leadership, competence and organizational culture on employee performance mediated by employee job satisfaction. This research was conducted on the employees of the Department of Investment and One Stop Services (DPMPTSP) of Yapen Islands Regency with a population of 32 employees, where all employees were used as samples. The independent variables in this study are leadership, competence and organizational culture, while the dependent variable is employee performance mediated by job satisfaction. The research data was obtained by distributing questionnaires and then measuring the variables using a Likert scale. Furthermore, the data were analyzed using a Structural Equation Model (SEM) approach based on Partial Least Square (PLS), namely Smart-PLS version 3. The results showed that: 1) leadership had no significant effect on employee performance, but had a significant effect on job satisfaction; 2) competence has a significant effect on employee performance, but is not significant in influencing job satisfaction; 3) organizational culture has a significant effect on employee performance and job satisfaction; 4) job satisfaction has a significant effect on employee performance; 5) job satisfaction can mediate the relationship of leadership to employee performance, but cannot mediate the relationship of competence and organizational culture to employee performance.

Sign in / Sign up

Export Citation Format

Share Document