scholarly journals JOB SATISFACTION EMPLOYEES HOSPITAL

2019 ◽  
Vol 19 (1) ◽  
pp. 81
Author(s):  
Siti Mariam

<p>The design of this research applies descriptive research and correlation research with etchical leadership, organizational commitment and job satisfaction as dependent variables. The primary data is taken from respondents which are employees of the Private hospital at Jakarta Barat. As conclusion, the are has influence positive and significance of etchical leadership toward organizational commitment, the are has influence positive and significance of etchical leadership toward job satisfaction, the are has influence positive and significance of organizational commitment toward job satisfaction, the are has influence positive and significance of etchical leadership toward job satisfaction with organizational commitment as mediating variable.</p>

2019 ◽  
Vol 18 (2) ◽  
pp. 133
Author(s):  
Budiman Imran

<p>The background of this research is the facts at that the last decade has been so many literature and research about job satisfaction. Eventually organizational culture, and organizational commitment has the most important role in creating a job satisfaction in the Swasta hospital at Provinsi Sulawesi Barat.</p><p>The design of this research applies descriptive research and correlation research with  organizational culture as independent variables and organizational commitment and job satisfaction as dependent variables. The primary data is taken from respondents which are employees of the Swasta hospital at Provinsi Sulawesi Barat. As conclusion, the are has influence positive and significance of organizational culture  toward organizational commitment, the are has influence positive and significance of organizational culture toward job satisfaction, the are has influence positive and significance of organizational commitment toward job satisfaction, the are has influence positive and significance of organizational culture  toward job satisfaction with organizational commitment as mediating variable.</p>


2018 ◽  
Vol 9 (2) ◽  
pp. 1-17
Author(s):  
Aldo Winata

Jakarta is the place where the largest number of land transportation in Indonesia, according to Djarot in Kompas.com article, vehicles every day increased about 1500 units. And according to an article from Liputan 6, revenue from conventional taxi drivers dropped dramatically after the entry of online transport by 40-50% during 2016 due to the entry of online transport. Conventional taxi companies must immediately anticipate this phenomenon so that their human resources can survive in the company. The purpose of this research are first, to know is there a positive effect from professionalism factors to organizational commitment and job satisfaction. Second, to know job satisfaction factors have a positive effect to organizational commitment. And the last is to know is there a positive effect from rewards factors to job satisfaction and organizational commitment’s factors. This research uses descriptive method with non-probability method. Through judgmental sampling technique, primary data collection was obtained from questionnaire distribution to conventional taxi driver of Soekarno-Hatta Airport. The data has been collected and then obtained by using Structural Equation Modeling (SEM). The result of this research indicates that there is positive influence from professionalism to organizational commitment but the data do not support the hypothesis, there is positive influence from professionalism to job satisfaction, but there’s negative effect between job satisfaction and organizational commitment, there is positive relation of rewards to job satisfaction, Finally there is a positive effect of rewards on organizational commitment. Keywords: organizational commitment, professionalism, rewards, job satisfaction, ecommerce, conventional taxi driver.


2021 ◽  
Vol 1 (2) ◽  
pp. 180-195
Author(s):  
Ghina Nur Amalia ◽  
Arjuna Rizaldi

This study aims to determine the effect of Employee Empowerment, Emotional Intelligence, and Employee Job Satisfaction in Plan A in one of the automotive parts and accessories manufacturing companies in Cimahi City, either partially or simultaneously. Considering that in the activities of industrial companies in this study, employees are required to achieve production targets with a predetermined processing time as an effort to meet company targets in order to achieve company goals. So, it is very necessary to have employee commitment in this research company. Descriptive verification is the method that researchers use. Primary data in this study were obtaind from the results of statements (questionnaires) which were distributed directly to 174 respondents, while secondary data were obtained from employee data in this study. SPSS v.25 software is used in this study to analyze multiple linear regression and to test hypotheses. The results obtained are that there is a partially significant effect of employee empowerment on organizational commitment with a positive direction relationship of 0.523; Emotional Intelligence has a significant effect on partial organizational commitment with a positive direction relationship of 0.627; Then on employee job satisfaction as the third independent variable found the results that have a partially significant effect on organizational commitment with a positive direction relationship of 0.063; Employee Empowerment, Emotional Intelligence, and employee job satisfaction can simultaneously affect organizational commitment. In addition, there are results obtained that this research is in the category of a fairly strong relationship with a positive correlation, so it can be concludeid that if the independent variables of employe empowerment, emotional intelligence, and employee job satisfaction are high, the organizational commitment is also higher.


2018 ◽  
Vol 7 (11) ◽  
pp. 6269
Author(s):  
Bagus Indra Dwi Putra ◽  
I Wayan Suana

The purpose of this study is to determine the influence of leadership, employee empowerment, and job satisfaction of organizational commitment. This research was conducted at Hotel Klapa Resort Pecatu. The number of population taken as many as 60 people, in this study the method of determining the sample used is the census. Data collection is done through primary data in the form of questionnaires and interviews. Analytical techniques conducted in this study using multiple linear regression method using independent variables of leadership, employee empowerment, and job satisfaction. Based on the results of research can be concluded that leadership has a positive and significant effect. Employee empowerment has positive and significant impact to organizational commitment. And job satisfaction has a positive and significant impact on organizational commitment. Based on the results of management research Hotel Klapa Resort Pecatu need to create leadership with an exemplary attitude. If the leader has become an exemplary figure for his employees in leading the company, then the employee will follow the exemplary attitude of the leader. Increased leadership attitudes are expected to increase organizational commitment for the achievement of organizational goals.


2021 ◽  
Vol 9 (03) ◽  
pp. 2126-2135
Author(s):  
M Senen HAR ◽  
Ali Sadikin

This study aims to determine the effect of authentic leadership in increasing employees psychological capital and creativity moderated by job satisfaction. This type of research used in this research is quantitative. This research was conducted at the Telecommunications Company (Telkom). The sample used in this study amounted to 100. The data used are quantitative data by collecting primary data and secondary data. (1) primary data, in the form of distributing questionnaires in the field to employees of Telecommunications Company (Telkom) and (2) secondary data in this study. are literature, books, literature studies, and online media that can be found in libraries or the internet as supporting information for this research. The analysis used in this research is using smart PLS software to determine the effect of the independent, moderation and dependent variables. The independent variable in this study is authentic leadership (X1), the dependent variable is psychological capital (Y1) and creativity (Y2), while the moderating variable is job satisfaction (Z). The results showed that the authentic leadership variable had a positive and significant effect on Creativity. Authentic leadership has a positive and significant effect on psychological capital. authentic leadership moderated job satisfaction has an influence on creativity. authentic leadership moderated by job satisfaction has an influence on psychological capital. The independent variable in this study is authentic leadership (X1), the dependent variable is psychological capital (Y1) and creativity (Y2), while the moderating variable is job satisfaction (Z). The results showed that the authentic leadership variable had a positive and significant effect on Creativity. Authentic leadership has a positive and significant effect on psychological capital. authentic leadership moderated job satisfaction has an influence on creativity. authentic leadership moderated by job satisfaction has an influence on psychological capital. The independent variable in this study is authentic leadership (X1), the dependent variable is psychological capital (Y1) and creativity (Y2), while the moderating variable is job satisfaction (Z). The results showed that the authentic leadership variable had a positive and significant effect on Creativity. Authentic leadership has a positive and significant effect on psychological capital. authentic leadership moderated job satisfaction has an influence on creativity. authentic leadership moderated by job satisfaction has an influence on psychological capital. The results showed that the authentic leadership variable had a positive and significant effect on Creativity. Authentic leadership has a positive and significant effect on psychological capital. authentic leadership moderated job satisfaction has an influence on creativity. authentic leadership moderated by job satisfaction has an influence on psychological capital. The results showed that the authentic leadership variable had a positive and significant effect on Creativity. Authentic leadership has a positive and significant effect on psychological capital. authentic leadership moderated job satisfaction has an influence on creativity. authentic leadership moderated by job satisfaction has an influence on psychological capital.


2018 ◽  
Vol 1 (3) ◽  
pp. 28-47 ◽  
Author(s):  
Mavra Khan ◽  
Sadia Sarwar ◽  
Hiba Khan

The study is conducted to highlight the employees’ perspective of CSR in the banking sector of Pakistan and its impact on their job attitudes: job satisfaction and organizational commitment. Primary data were collected from 177 employees working in 22 different banks of Lahore (Pakistan). Stratified random sampling technique was used for sample selection. The population included all the banks in Lahore. Results show the existence of a direct relationship between a) CSR and Organizational Commitment b) CSR and Job Satisfaction.


2021 ◽  
Vol 19 (4) ◽  
pp. 446-457
Author(s):  
Munawir Nasir Hamzah ◽  
Muhammad Ashoer ◽  
Nasir Hamzah

Religious values are contemporary issues associated with employees’ behavior in organizations, especially from the Islamic human resource (HR) management view. To address this issue, this study analyzed the influence of Islamic work values on engagement, job satisfaction, organizational commitment, and in-role performance of Muslim employees. Considering the potential spread of COVID-19, primary data was collected by distributing online questionnaire via emails and social media to 283 respondents in Makassar City, Indonesia, who fulfilled the predetermined sampling criterion. PLS-SEM was employed to check the measurement and structural models of the SmartPLS 3.0 program. It was revealed that Islamic work values have a significant influence on engagement and job satisfaction and in contrast, insignificant on organizational commitment and employee in-role performance. In addition, a significant interrelationship between the 4 endogenous variables was confirmed, namely engagement, job satisfaction, organizational commitment, and in-role performance. Furthermore, it was found that several constructs mediate the correlation between Islamic values and in-role performance. The findings are essential to provide theoretical enrichment for future studies pertaining to the measured Islamic values and HR behavior. Practically, managers are capable to devise and select the most appropriate HR strategies for Muslim employee in a particular organization.


2021 ◽  
Vol 10 (6) ◽  
pp. e39910615738
Author(s):  
. Suprayitno ◽  
. Lamidi ◽  
Jeane Rosalia Qomariah

Mitra Swalayan Kartasura is a private company engaged in the retail sector to fulfill basic needs. This  objective  is  to  address  the impact  of  satisfaction  on commitment to organizational commitment, to respond to the significance of the impact of the organization on employee performance, to indicate the significance of the impact of employee performance on satisfaction and whether the organization can mediate employee job satisfaction. This type of research uses the census method for Mitra Swalayan Kartasura employees. This research uses qualitative data and quantitative data. Meanwhile, the data source uses primary data and secondary data. The population is all employees of Mitra Swalayan Kartasura who assess 85 employees. The sample in this study were 85 employees with the census method. The data analysis technique used multiple regression test, t test, F test, indirect effect test, path analysis and coefficient of determination. The results of the study indicate that job satisfaction can have a positive and significant  effect  on  organizational  commitment,  there  is  no  positive  and significant influence between organizational commitment on employee performance, job satisfaction can have a positive and significant effect on employee performance and in this study it cannot prove that organizational commitment. mediate job satisfaction on employee performance.


2021 ◽  
Vol 6 (2) ◽  
pp. 1
Author(s):  
Misbahuddin Misbahuddin ◽  
Mohd Heikal ◽  
Naufal Bachri

This study aims to determine the effect of job satisfaction and compensation on organizational commitment and job satisfaction, compensation and organizational commitment to organizational citizenship behavior and organizational commitment to mediate the relationship between job satisfaction and compensation on organizational citizenship behavior. The data used in this study are primary data of 135 respondents at the District office in the West Region of North Aceh Regency. The data analysis method in this study uses a structural equation model with the help of analysis of moment structure. The results of the study found that job satisfaction has a positive and significant effect on organizational commitment. Meanwhile, compensation has no effect on organizational commitment. Another finding is that organizational commitment and job satisfaction have a positive and significant effect on organizational citizenship behavior. Furthermore, compensation has a negative and significant effect on organizational citizenship behavior. Organizational commitment fully mediates the effect of job satisfaction on organizational citizenship behavior, but organizational commitment does not mediate the relationship between compensation and organizational citizenship behavior.


2020 ◽  
Vol 21 (1) ◽  
pp. 80-91
Author(s):  
Nazaruddin Malik

This study analyzed several employee turnover factors, such as satisfaction, organizational commitment, and religiosity, to predict the employees’ intention to stay. Very few studies in the Muslim context have explored such a corporate attitude from the viewpoint of job satisfaction and organizational commitment. This study employed a quantitative and descriptive research design. A survey was used to analyze the correlation between some predictors of the employees’ intention to stay. In particular, it attempted to show that religiosity affected both job satisfaction and organizational commitment either directly or indirectly. The data were obtained from 150 employees in some Islamic universities in Malang. The findings revealed that (1) job satisfaction was influenced by religious beliefs. (2) job satisfaction significantly affected the employees' commitment. (3) religiosity gave an indirect positive impact to the corporate commitment through job satisfaction, and 4) religiosity was positively related to the employees' intention to stay. Regarding this, the employees who keep the religious belief in the workplace are encouraged to bring themselves to perform excellently.


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