PENGARUH ETIKA KERJA TERHADAP KETERLIBATAN KERJA DAN IMPLIKASINYA TERHADAP KOMITMEN KERJA, KEPUASAN KERJA DAN KINERJA PEKERJAAN PADA KARYAWAN LEMBAGA PENDIDIKAN TINGGI

Employees as human resources can do or can not do all the activities efficiently and effectively for the organization or company to face private higher education competition and realize the educational mission of the Trisakti University, “Being a leading university, international quality in developing science, technology and improve the quality of life and civilization”. Thepurpose of the study was to determine the effect of the relationship between work ethic to work involvement and its implications for commitment and job satisfaction and job performance at Trisakti University employees. The number of respondents who obtained as many as 194 employees. With the analysis of the data used is descriptive analysis and Structural Equation Modeling, (SEM) using the statistical program LISREL 8.7 for Windows.The research proves that: (a) the work ethic has a significant impact on work involvement; (b) only work involvement has a significant contribution to affective commitment and the commitment continuum, including a significant function as a mediating variable between ethics and affective commitment and continuous commitment; (c) the involvement of work has contributed significantly to job satisfaction; (d) the continuous commitment and career commitment has a significant contribution to job satisfaction as well as the two variables have a function as a mediating variable ; (e). job satisfaction has a significant contribution to job performance and has a function as a mediating variable between commitments with job performance Keywords : Work commitments, work ethics, work involvement, job satisfaction, and job performance.

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Analisis work engagement karyawan frontline high-contact dan low-contact di industri jasa

Jurnal Manajemen Maranatha ◽

10.28932/jmm.v19i2.2425 ◽

2020 ◽

Vol 19 (2) ◽

pp. 127-140

Author(s):

Sucipto Asan ◽

Juanna Judith Huliselan

Keyword(s):

Job Satisfaction ◽

Work Engagement ◽

Structural Equation ◽

Affective Commitment ◽

Career Commitment ◽

Service Industries ◽

Partial Least Square ◽

Least Square ◽

Equation Modeling ◽

Frontline Employees

Work engagement (positive working mind and emotion) in frontline employees (FLEs) plays an important role that will affect the capability of the organization in serving its customer. The goal of this research is to examine whether there were differences in the influence of service climate, job satisfaction, and affective commitment toward work engagement in high-contact and low-contact frontline employees in Jakarta and Tangerang; and whether there were influences of work engagement toward adaptability behavior as well as career commitment among high-contact and low-contact frontline employees. Questionnaire is administered to 200 FLEs from multiple high and low contact service industries in Jakarta and Tangerang. Structural Equation Modeling-Partial Least Square (SEM-PLS) is used to test hypotheses. The author found there were almost no differences among high-contact and low-contact frontline employees except on the job satisfaction, where there was no significant influence toward work engagement in frontline low-contact employee which was in contrast with the frontline high-contact employee. This research will enrich the discourse on the relationship between job satisfaction and work engagement. This finding provides empirical evidence on a limited scale that in certain segmentation, especially for low-contact workers, job satisfaction did not have a positive influence on work engagement.

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Organizational Empowerment and Turnover intensions:A mediation of Job Satisfaction and Affective Commitment. A Case of Hattar industries, Pakistan

Journal of Management Info ◽

10.31580/jmi.v6i2.507 ◽

2019 ◽

Vol 6 (2) ◽

pp. 1-6

Author(s):

Mehwish Iftikhar ◽

Sheraz Khan

Keyword(s):

Job Satisfaction ◽

Structural Equation ◽

Affective Commitment ◽

Middle Level ◽

Primary Data ◽

Equation Modeling ◽

Clear Understanding ◽

Complex Process ◽

Managerial Implications ◽

Organizational Empowerment

Empowerment has never been something handed from one person to another or passed from employer to employee but it is a complex process, which needs a vivid vision and clear understanding for managers and employees. It is a technique and tool for the retention of employees.This quantitative study is done to examine the affect of organisational empowerment on turnover intensions by way of mediation of job satisfaction and affective commitment.Direct and indirect affects of variables are examined while conducting the study among employees of Hattar industries located in Punjab, Pakistan.Cross sectional design is addopted and primary data is collected through standardised questionnaires on five point likert scale. A total of 220 employees working at middle level management of Hattar industries, were chosen randomly. Correlation is applied in order to findout the strength of relationship between variables.The data was analysed on the basis of SEM (structural equation modeling) technique by using AMOS. Findings depicted the positive relationship between organizational empowerment with the variables job satisfaction and affective commitment. The result also indicates that there is a significant mediating influence of job satisfaction and affective commitment in the relationship between organizational empowerment and turnover intensions. Practical/managerial implications of this study revealed that organizations should foster to give empowerment to their workers if they want to retain them so that, they will be satisfied enough, will remain committed to work and will have lower intensions to leave the job that will better contribute in boosting up the overall performance of the organization.

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Satisfaction and Performance of the International Faculty: To What Extent Emotional Reactions and Conflict Matter?

SAGE Open ◽

10.1177/21582440211030598 ◽

2021 ◽

Vol 11 (3) ◽

pp. 215824402110305

Author(s):

Majid Ghasemy ◽

Farhah Muhammad ◽

Jamshid Jamali ◽

José Luis Roldán

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Structural Equation ◽

Interpersonal Conflict ◽

Emotional Reactions ◽

Equation Modeling ◽

Affective States ◽

International Faculty ◽

Mediating Role

Guided by affective events theory (AET), our inquiry aims at examining the relationships among affective work events, affective states, affect-driven behaviors, and attitudes of international faculty working in the Malaysian institutions of higher learning. Specifically, the impacts of interpersonal conflict, as a work event, on international faculty’s affective states were in focus. In addition, the mediating role of job performance, as an affect-driven behavior, on the relationship between affective states and job satisfaction, as an attitude, was examined. Data were collected from 152 respondents and partial least squares structural equation modeling (PLS-SEM) was applied to estimate the proposed theoretical model. Our model was examined from an explanatory-predictive perspective and exhibited a high level of out-of-sample predictive power. In addition, the results of the analysis highlighted the role of interpersonal conflict in causing affective states and affective states in causing job satisfaction. However, empirical evidence was not provided for the mediating role of job performance within the proposed model. Finally, given the fluctuating nature of the affective states, a robustness check verified the nonlinear relationship between positive affect and job performance. Implications of the findings, limitations, and recommendations were elaborated.

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PENGARUH CARING CLIMATE TERHADAP JOB SATISFACTION DAN AFFECTIVE COMMITMENT YANG BERDAMPAK PADA JOB PERFORMANCE KARYAWAN RESTORAN STEAK DI JAKARTA SELATAN

Jurnal Manajemen dan Pemasaran Jasa ◽

10.25105/jmpj.v10i2.2275 ◽

2018 ◽

Vol 10 (2) ◽

pp. 187

Author(s):

Aginta Chairunnisa Sinulingga ◽

Deasy Aseanty

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Structural Equation Model ◽

Structural Equation ◽

Hospitality Industry ◽

Affective Commitment ◽

Equation Model ◽

Model Data ◽

Security Service

The aim of this research is to exmaining the effects of caring climate, job satisfaction, and affective commitment on job performance in steak restaurant in Tebet, South Jakarta. This study were developed and tested 5 hypotheses, by using Structural Equation Model. Data were collected from 145 employees working on the food, beverage, hygiene, security, service and cashier in steak restaurant in Tebet, South Jakarta. Finding and contribution in this research shown that there is positive and significant effect of caring climate on job satisfaction and affective commitment that effect on job performance. The limitationin in this research was that this study focused only on restaurant as a hospitality industry, only at steak restaurant in Tebet, South Jakarta, and was limited for only four variables.

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The Impact of Work Ethics on Performance Using Job Satisfaction and Affective Commitment as Mediating Variables: Evidences from Lecturers in Central Java

Issues in Social and Environmental Accounting ◽

10.22164/isea.v7i3.108 ◽

2013 ◽

Vol 7 (3) ◽

pp. 165 ◽

Cited By ~ 1

Author(s):

Amin Wahyudi ◽

Tulus Haryono ◽

Asri Laksmi Riyani ◽

Mugi Harsono

Keyword(s):

Job Satisfaction ◽

Task Performance ◽

Structural Equation ◽

Affective Commitment ◽

Work Ethic ◽

Equation Model ◽

Work Ethics ◽

Central Java ◽

Mediating Variables ◽

The Impact

The objective of this study is to examine the impact of work ethics on performance using job satisfaction and affective commitment as mediating variables. The variables used include the dimensions of multidimensional work ethic profile (independent variable), job satisfaction and affective commitment (mediating variables), and performance (dependent variable). The survey research design was applied to meet the objective of this study, with 400 questionnaires had been sent to the lecturers in Central Java. The Structural Equation Model (SEM) was adopted to test some hypotheses developed in this study. The findings, based on the response rate of 76% (304 of the 400) of the questionnaires successfully collected and ready for analysis, are that not all dimensions of multidimensional work ethic profile directly influence the task performance, of the dimensions of multidimensional work ethic profile, only the dimension of hard work directly and significantly influence the task performance, job satisfaction mediates some of the dimensions of multidimensional work ethic profile on the task performance, and affective commitment do not mediate the influence of all dimensions of multidimensional work ethic profile on the task performance.

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The effect of role ambiguity and role conflict on job performance in the hotel industry: the mediating effect of job satisfaction

Tourism & Management Studies ◽

10.18089/tms.2021.170104 ◽

2021 ◽

Vol 17 (1) ◽

pp. 45-58

Author(s):

Engin Unguren ◽

◽

Serdar Arslan ◽

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Role Conflict ◽

Structural Equation ◽

Role Ambiguity ◽

Mediating Effect ◽

Stress Factors ◽

Equation Modeling ◽

Future Research ◽

Hotel Employees

Accommodation businesses are stressful workplaces due to their dynamic and demanding work environment. Role ambiguity and role conflict are major stress factors for hotel employees, causing low levels of satisfaction and performance and high levels of turnover. The main purpose of this study was to explore the mediating effect of job satisfaction on the relationship between role conflict, role ambiguity, and job performance. The data was collected through fully structured questionnaires from employees working in 3, 4 and 5 star hotels in Alanya, one of the leading tourism destinations in Turkey. The data was analyzed via structural equation modeling. The results revealed that both role conflict and role ambiguity have direct negative influences on job performance and job satisfaction for hotel employees. Moreover, it was also proved that job satisfaction mediates the effect of role conflict and role ambiguity on job performance. In line with the findings, theoretical and managerial implications, contributions, limitations, and future research directions were discussed. It was implied that role stress factors must be addressed seriously by hotel managers in order to increase job performance.

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Effect of motivation, competence and Islamic leadership on job satisfaction and Teacher performance in vocational high school

10.31227/osf.io/r53qx ◽

2017 ◽

Author(s):

Muhammad Abusama ◽

Murdifin Haming ◽

Muh. Nasir Hamzah ◽

Ramlawati

Keyword(s):

Job Satisfaction ◽

Structural Equation ◽

Significant Contribution ◽

Teacher Performance ◽

Equation Modeling ◽

Vocational High School ◽

Teachers Colleges ◽

And Performance ◽

Islamic Leadership ◽

Mediator Variable

Based on the type of research is an explanatory research that is used to describe the influence of motivation, competence and Islamic leadership on job satisfaction and teacher performance at 88 teachers Colleges in District South Halmahera in North Maluku province. The results of the analysis of SEM (Structural Equation Modeling) with the help WaphPLS Ver. 5.0 provides evidence that working conditions that support teachers to implement the learning process becomes a lever entire relationship between the variables analyzed. Motivation and competence of teachers made a significant contribution to job satisfaction and performance, significant Islamic leadership on job satisfaction but not significant on teacher performance> job satisfaction proved to contribute significantly to the performance of teachers. On testing indirect effect, there is only one proven as a mediator variable

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STRUCTURAL EQUATION MODELING BASED EMPIRICAL ANALYSIS: DIRECT AND INDIRECT EFFECTS OF JOB SATISFACTION ON JOB PERFORMANCE IN JORDANIAN FIVE-STAR HOTELS

Journal of Tourism, Hospitality and Environment Management ◽

10.35631/jthem.5180012 ◽

2020 ◽

Vol 5 (18) ◽

pp. 133-151

Author(s):

Bandar Ersan Alown ◽

Mahadzirah Mohamad ◽

Fazida Karim

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Leadership Style ◽

Structural Equation ◽

Work Life ◽

Quality Of Work Life ◽

Equation Modeling ◽

Quality Of Work ◽

Moderating Role

In order to improve and maintain competitiveness in the hotel sector, the key elements of success must be available, which is headed by an efficient employee, so it is essential that the employees' performance be at its best. This study examined the effect of job satisfaction (JS) on job performance (JP), organisational structure (OS) and leadership style (LS) on (JS), and Quality of work-life (QWL) on (JP) among five-star hotels employees in Jordan. The study also examined the moderating role of quality of work-life on the variable’s relationships. A questionnaire was used as the main instrument for data collection from 430 employees of five-star hotels. Data analysis was conducted with the help of Structural Equation Modelling (SEM) to determine the level of relationships among (JS), (OS), (LS), (JP), and (QWL). According to the obtained findings, there is a positive relationship between JS and QL on JP, and QWL has a partial moderating role in the relationship between JS and JP. The study findings motivate future studies to carry out studies of the same caliber in other sectors of Jordan, and also in other contexts based on different perspectives.

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PENGARUH EFIKASI DIRI DAN UPAYA TERHADAP NIATAN BERHENTI DENGAN MEDIASI KINERJA, KEPUASAN KERJA DAN SINDROM KELELAHAN

Jurnal Manajemen ◽

10.25170/jm.v15i2.476 ◽

2019 ◽

Vol 15 (2) ◽

pp. 195-221

Author(s):

Desi Purnama Sari ◽

Edi Purwanto

Keyword(s):

Job Satisfaction ◽

Structural Equation Modeling ◽

Job Performance ◽

Turnover Intention ◽

Self Efficacy ◽

Structural Equation ◽

Equation Modeling ◽

International Airport ◽

Analysis Technique ◽

Airport Terminal

The purpose of this study to examines (1) whether the turnover intention is influenced by job performance, job satisfaction and employee burnout; (2) whether job performance is influenced by self-efficacy and efforts; (3) whether job satisfaction is influenced by self-efficacy and efforts; and (4) whether burnout is influenced by self-efficacy. The study is conducted at PT. XYZ with the respondents are 102 staffs at the Station and Service Hub in Soekarno-Hatta International Airport, Terminal 2 and 3, Cengkareng. The analysis technique of this study uses Structural Equation Modeling (SEM) with SmartPLS 2.0 tools. The results of the study have proven that the turnover intention is influenced by job performance and burnout, but it is not proven that the turnover intention is influenced by job satisfaction. It is also proven that job performance is influenced by self-efficacy and efforts. Job satisfaction is also proven to be influenced by self-efficacy, but job satisfaction is not proven influenced by efforts. Finally it is proven that burnout is influenced by self-efficacy.

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FAKTOR YANG MEMENGARUHI JOB PERFORMANCE PEGAWAI GENERASI MILENIAL

JURNAL PERSPEKTIF BEA DAN CUKAI ◽

10.31092/jpbc.v5i2.1292 ◽

2021 ◽

Vol 5 (2) ◽

pp. 165-186

Author(s):

Novryansyah Novryansyah ◽

Dita Oki Berliyanti ◽

Ida Ariyani

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Leadership Style ◽

Ethical Leadership ◽

Millennial Generation ◽

Structural Equation ◽

Authentic Leadership ◽

Equation Modeling ◽

Cross Sectional ◽

Purposive Sampling

Job performance of employees from the millennial generation is starting to be studied a lot because the proportion is starting to increase. Leadership style and job satisfaction are factors that are suspected to affect job performance. This study aims to examine the effect of ethical leadership, authentic leadership on job performance mediated by job satisfaction. This study was a cross-sectional design involving 350 millennial generation employees at the Tanjung Priok Customs and Excise Main Service Office, which were selected by purposive sampling. Data were analyzed using Structural Equation Modeling (SEM) with AMOS 26 software. The results of this study indicate that ethical leadership has a positive effect on job satisfaction and negative effect on job performance, but not significant. Meanwhile, authentic leadership has a positive and significant effect on job satisfaction, but not significantly on job performance. In addition, this study also finds that job satisfaction has a positive and significant effect on job performance and acts as a mediator in the influence of authentic leadership and ethical leadership on job performance. These results build and enrich models of the influence of ethical leadership, authentic leadership, job satisfaction on job performance in existing. In addition, this study recommends that superiors have a personality that is liked by their subordinates, so that it has an impact Keywords: ethical leadership, authentic leadership, job satisfaction, job performance, millennial generation employees. Job performance pegawai dari generasi milenial menjadi hal yang mulai banyak diteliti karena proporsinya mulai meningkat. Gaya kepemimpinan dan kepuasan kerja merupakan faktor yang ditengarai memengaruhi job performance. Penelitian ini bertujuan menguji pengaruh ethical leadership, authentic leadership terhadap job performance yang dimediasi job satisfaction. Penelitian ini berdesain crosssectional yang melibatkan 350 pegawai generasi milenial Kantor Pelayanan Utama Tipe A Bea dan Cukai Tanjung Priok yang dipilih secara purposive sampling. Data dianalisis menggunakan Structural Equation Modelling (SEM) dengan perangkat lunak AMOS 26. Hasil penelitian ini menunjukkan bahwa ethical leadership berpengaruh positif terhadap job satisfaction dan negatif terhadap job performance, tetapi tidak signifikan. Sementara itu, authentic leadership berpengaruh positif dan signifikan terhadap job satisfaction, tetapi tidak signifikan terhadap job performance Selain itu, penelitian ini juga mendapatkan bahwa job satisfaction berpengaruh positif dan signifikan terhadap job performance dan berperan sebagai mediator dalam pengaruh authentic leadership dan ethical leadership terhadap job performance. Hasil ini membangun dan memperkaya model pengaruh ethical leadership, authentic leadership, job satisfaction terhadap job performance yang sudah ada. Selain itu, penelitian ini merekomendasikan agar atasan memiliki kepribadian yang disenangi bawahan, sehingga berdampak pada job satisfaction dan job performance bawahan. Kata Kunci: ethical leadership, authentic leadership, job satisfaction, job performance, pegawai generasi milenial.

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