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

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.

scholarly journals FAKTOR-FAKTOR YANG MEMPENGARUHI KINERJA PEGAWAI DIMEDIASI OLEH VARIABEL KEPUASAN KERJA PADA ERA NEW NORMAL DI DINAS PERINDUSTRIAN DAN TENAGA KERJA KABUPATEN BADUNG

2021 ◽  
Vol 8 (1) ◽  
Author(s):  
Ida Bagus Agung Andi Bhisma Manuaba ◽  
Ni Putu Nina Eka Lestari
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Work Environment ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Employee Job Satisfaction ◽  
Modeling Analysis ◽  
Analysis Technique ◽  
The City

Abstract: The aims of this study is to examine the influence of the work environment, new culture organization on employee performance mediated by employee job satisfaction. The number of respondents used in this study were as many as 145 respondents, all respondents were employees of the industry and labor office of the city of Bandung. The research data were obtained through distributing questionnaires and analyzed using the Structural Equation Modeling analysis technique with the help of the AMOS version 22 program. Based on the results of the analysis in this study, it is found that the work environment, New culture organization and digital leadership are factors that directly affect employee job satisfaction and employee performance. The results of this study also indicate that employee job satisfaction can mediate the indirect influence of the work environment, New culture organization and digital leadership on employee performance. Work environment, New culture organization and digital leadership will increase employee job satisfaction which in turn will increase employee performance. Abstrak:  Penelitian ini bertujuan untuk menguji pengaruh lingkungan kerja, new culture organization terhadap kinerja pegawai dengan dimediasi oleh kepuasan kerja pegawai. Jumlah responden yang digunakan dalam penelitian ini adalah sebanyak 145 responden, seluruh responden merupakan pegawai di dinas perindustrian dan tenaga kerja kota Bandung. Data hasil penelitian diperoleh melalui penyebaran kuesioner dan dianalisis dengan menggunakan teknik analisis Structural Equation Modelling dengan bantuan program AMOS versi 22. Berdasarkan hasil analisis dalam penelitian ini, diperoleh hasil bahwa lingkungan kerja, New culture organization dan digital leadership merupakan faktor – faktor yang secara langsung berpengaruh terhadap kepuasan kerja pegawai dan kinerja pegawai. Hasil penelitian ini juga menunjukkan bahwa kepuasan kerja pegawai dapat memediasi pengaruh tidak langsung lingkungan kerja, New culture organization dan digital leadership terhadap kinerja pegawai. Lingkungan kerja, New culture organization dan digital leadership akan meningkatkan kepuasan kerja pegawai yang selanjutnya akan meningkatkan kienrja pegawaiKeywords:   work environment, New culture organization, digital leadership, job satisfaction, employee performance, Structural Equation Modeling Kata kunci : lingkungan kerja, New culture organization, digital leadership, kepuasan kerja, kinerja pegawai, Structural Equation Modellin

scholarly journals Analisis Faktor-Faktor yang Memengaruhi Turnover Intention (Studi Kasus Pada Divisi News Gathering Mnc Media)

2019 ◽  
Vol 11 (3) ◽  
pp. 263
Author(s):  
Endang Gunawan ◽  
Anggraeni Sukmawati ◽  
Aida Vitayala
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Analytical Method ◽  
Turnover Intention ◽  
Structural Equation ◽  
Positive Influence ◽  
Equation Modeling ◽  
Employee Competencies

This study to analyze the effect of workload on turnover intention, workload on job satisfaction, competence on job satisfaction, competence on turnover intention, training on job satisfaction and job satisfaction on turnover intention. Data was collected through interviews using a questionnaire. Respondents in MNC Media division news gathering employees numbered 202 people. The analytical method used in this study is Structural Equation Modeling (SEM) which is processed using AMOS 22. The results of this study indicate that workloads have a significant effect on decreasing job satisfaction. Besides that the workload increases the desire to get out of work or company. Training has the effect of increasing job satisfaction from employees towards their employment. Employee competencies are known to have a positive influence on satisfaction but negative on turnover intention. While job satisfaction has a positive influence on turnover intention, the lower the job satisfaction, the higher the desire to get out. 

Leader–Member Exchange, Sales Performance, Job Satisfaction, and Organizational Commitment Affect Turnover Intention

2018 ◽  
Vol 46 (11) ◽  
pp. 1909-1922 ◽  
Author(s):  
Liang Li ◽  
Yongyue Zhu ◽  
Chanwook Park
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Sales Performance ◽  
Equation Modeling ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
Indirect Relationship

We explored whether or not leader–member exchange (LMX) had an indirect relationship with turnover intention through the mediators of salespersons' sales performance, job satisfaction, and organizational commitment. Survey forms were distributed to 228 salespersons in several industries, and structural equation modeling was conducted to test the research hypotheses. Empirical results were as follows: First, LMX positively affected sales performance, job satisfaction, and organizational commitment. Second, LMX indirectly affected turnover intention through the mediators of sales performance, job satisfaction, and organizational commitment among those salespersons. Third, LMX indirectly and positively affected job satisfaction and organizational commitment through the mediator of sales performance, which, in turn, influenced salespersons' turnover intention. We discuss the theoretical contributions and implications of our findings.

scholarly journals PENGARUH JOB SATISFACTION DAN PAY SATISFACTION TERHADAP TURNOVER INTENTION KARYAWAN DENGAN KOMITMEN ORGANISASIONAL SEBAGAI VARIABEL INTERVENING

1970 ◽  
Vol 15 (2) ◽  
Author(s):  
Aris Susetyo
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Turnover Intention ◽  
Structural Equation ◽  
Equation Modeling ◽  
Pay Satisfaction ◽  
Regression Weight

Tingkat turnover yang tinggi akan menimbulkan dampak negatif bagi organisasi, hal ini seperti menciptakan ketidakstabilan dan ketidakpastian (uncertainity) terhadap kondisi tenaga kerja dan peningkatan biaya sumber daya manusia yakni yang berupa biaya pelatihan yang sudah diinvestasikan pada karyawan sampai biaya rekrutmen dan pelatihan kembali. Turnover yang tinggi juga mengakibatkan organisasi tidak efektif karena perusahaan kehilangan karyawan yang berpengalaman dan perlu melatih kembali karyawan baru. Tujuan dilakukannya penelitian ini adalah untuk menguji pengaruh job satisfaction dan pay satisfaction terhadap turnover intention karyawan dengan komitmen organisasional sebagai variabel intervening di Bale Group Kebumen. Metode pengambilan sampel yang digunakan adalah sampling jenuh/sensus yaitu teknik penentuan sampel bila semua anggota populasi digunakan sebagai sampel. Pemilihan metode sampling jenuh/sensus dilakukan karena semua populasi dinilai memiliki kriteria tertentu untuk diteliti. Responden pada penelitian ini adalah karyawan tetap Bale Group Kebumen yang berjumlah 102 responden. Penelitian ini mengggunakan metode analisis deskriptif dan statistika dengan bantuan program Amos 21 dan SPSS 22. Dalam metode statistika dilakukan uji validitas, reliabilitas, uji normalitas, outliers, multikolineritas dan singularitas, uji kesalahan spesifikasi model, analisis faktor konfirmatori dan analisis Structural Equation Modeling (SEM). Pengujian hipotesis dalam uji regression weight menunjukkan bahwa job satisfaction berpengaruh dan signifikan terhadap komitmen organisasional dengan nilai CR sebesar 2,110 dan probabilitas sebesar 0,035. Pay satisfaction berpengaruh dan signifikan terhadap komitmen organisasional dengan nilai CR sebesar -2,056 dan probabilitas sebesar 0,040. Job satisfaction berpengaruh dan signifikan terhadap turnover intention dengan nilai CR sebesar 2,097 dan probabilitas sebesar 0,036. Pay satisfaction berpengaruh dan signifikan terhadap turnover intention dengan nilai CR sebesar 2,984 dan probabilitas sebesar 0,003. Komitmen organisasional tidak berpengaruh dan tidak signifikan terhadap turnover intention dengan nilai CR sebesar 1,103 dan probabilitas sebesar 0,270.

scholarly journals Investigating the Effects of Airport Servicescape on Airport Users’ Behavioral Intentions: A Case Study of Incheon International Airport Terminal 2 (T2)

2019 ◽  
Vol 11 (15) ◽  
pp. 4171 ◽  
Author(s):  
Jin-Woo Park ◽  
Young Kyung Ryu
Keyword(s):  
Gender Differences ◽  
Structural Equation Modeling ◽  
Behavioral Intentions ◽  
Structural Equation ◽  
Moderating Effect ◽  
Equation Modeling ◽  
International Airport ◽  
Airport Terminal ◽  
The Relationship

The purpose of this study is to analyze the effects of physical and social servicescapes on cognitive and affective satisfaction, as well as airport image, with gender as a moderating effect between variables. A total of 283 airport users were surveyed, and structural equation modeling was used to investigate the relationships between variables. The results showed that only physical servicescape had a significant effect on cognitive and affective satisfaction, and affective satisfaction had a significant effect on airport image. In addition, the gender differences indicated a significant effect between the physical servicescape and cognitive satisfaction. This study is distinct in that it is the first attempt to verify the relationship between airport physical servicescape, social servicescape, airport users’ cognitive and affective satisfaction, and airport image on gender differences.

Participation in decision-making and work outcomes: evidence from a developing economy

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Elaheh Behravesh ◽  
A. Mohammed Abubakar ◽  
Cem Tanova
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Structural Equation Modeling ◽  
Self Efficacy ◽  
Structural Equation ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Developing Economy ◽  
Content Type ◽  
Participation In Decision Making

PurposeAlthough there is general agreement that employee participation in decision-making (PDM) has individual and organizational benefits, an important question remains about the possibility that it may also have certain individual and organizational costs as well. This article presents an “episodic process model” that accounts for both the bright and possible dark sides of participation. The model explains how PDM might boost employee hope and self-efficacy, which in turn may lead to two distinct work outcomes–job satisfaction and behavior.Design/methodology/approachIn order to test the model, data (n = 269) were collected from bank employees in two waves. A variance-based structural equation modeling (PLS-SEM) was utilized to analyze the data.FindingsResults from variance-based structural equation modeling (PLS-SEM) show that employee PDM indeed exerts a positive impact on positive psychological resource capacities: hope, self-efficacy and job satisfaction. Hope, in turn, has a positive influence on job satisfaction and a negative influence on job-search behavior. Bias-corrected bootstrapping analysis demonstrated that the relationship between employee PDM and job satisfaction is mediated by hope.Originality/valueInsights for practitioners in a developing economy and possible areas of future research are highlighted.

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