Peran Ganda dan Kelelahan Emosional terhadap Komitmen Organisasi dengan Kepuasan Kerja sebagai Variabel Mediasi pada Karyawati CV Nika Indonesia

Penelitian ini bertujuan untuk mengetahui pengaruh keadilan organisasional terhadap komitmen organisasional melalui variabel intervening kepuasan kerja pada karyawan PT. Lembah Karet Padang. Populasi dalam penelitian ini adalah berjumlah 308 orang dengan sampel sebanyak 75 orang karyawan, teknik pengambilan sampel menggunakan metode slovin. Teknik analisis yang digunakan dalam penelitian ini adalah teknik analisis path (path analysis) menggunakan SPSS. Dari hasil penelitian ditemukan keadilan organisasional berpengaruh positif dan signifikan secara langsung terhadap komitmen organisasional. Keadilan organisasional berpengaruh positif dan signifikan secara langsung terhadapa kepuasan kerja. Keadilan organisasional dengan kepuasan kerja sebagai variabel intervening berpengaruh positif dan signifikan terhadap komitmen organisasional. Pengaruh langsung keadilan organisasional terhadap komitmen organisasional lebih besar dari pengaruh tidak langsung melalui variabel kepuasan kerja. Dengan demikian dapat diartikan bahwa kepuasan kerja tidak memiliki pengaruh tidak langsung keadilan organisasional terhadap komitmen organisasional. Sehingga dapat disimpulkan bahwa kepuasan kerja tidak terbukti sebagai variabel intervening. This study aims to determine the effect of organizational justice on organizational commitment through intervening variable job satisfaction at employees of PT. Lembah Karet Padang. The population in this study was 308 people with a sample of 75 employees, sampling technique using slovin method. The analysis technique used in this research is path analysis technique (path analysis) using SPSS. From the results of the study found organizational justice has a positive and significant effect directly on organizational commitment. Organizational justice has a positive and significant impact directly on job satisfaction. Organizational justice with job satisfaction as intervening variable has a positive and significant effect on organizational commitment. The direct impact of organizational justice on organizational commitment is greater than indirect influence through job satisfaction variables. Thus it can be interpreted that job satisfaction does not have an indirect effect of organizational justice on organizational commitment. So it can be concluded that job satisfaction is not proven as intervening variable.

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PENGARUH KEPEMIMPINAN, LINGKUNGAN KERJA, KOMPETENSI DAN BUDAYA ORGANISASI TERHADAP KEPUASAN KERJA YANG BERDAMPAK PADA KINERJA DOSEN POLITEKNIK ATMI SURAKARTA

Media Akuntansi ◽

10.47202/mak.v30i01.56 ◽

2020 ◽

Vol 30 (01) ◽

pp. 015-030

Author(s):

Dewi Kartikasari

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Path Analysis ◽

Work Environment ◽

Direct Effect ◽

Indirect Effect ◽

Working Environment ◽

Primary Data ◽

Coefficient Of Determination ◽

Test Results

The purpose of this study are to examine and analyze the influence of Leadership, Work Environment, Competence And Organizational Culture To Job Satisfaction That Impact Lecturer Performance At Polytechnic ATMI Surakarta.This study is a survey research. The data used are primary data by sampling of lecturer at Polytechnic ATMI Surakarta as many as 57 respondents. The data analysis method was tested by validity, reliability test, t-test, F, coefficient of determination (R2) and path analysis test.T test results as follows: leadership not significant effect on job satisfaction, work environment significant effect on job satisfaction, competence significant effect on job satisfaction, organizational culture not significant effect on job satisfaction, leadership not significant effect on performance, the working environment have a significant effect on performance, competence significantly influence the performance, organizational culture not significant effect on the performance, satisfaction significant effect on the performance of work. F test results showed simultaneous variables of leadership, work environment, competence, organizational culture and job satisfaction have a significant effect on the performance of lecturers. Results Analysis The coefficient of determination (R2) shows that 77.7% of faculty performance variation can be explained by the leadership, work environment, competence, organizational culture and job satisfaction while the remaining 22.3% is explained by other factors outside the model. The result of path analysis showed a direct influence on the performance of greater competence than the indirect effect on performance competence through job satisfaction. The direct effect on the performance of the work environment is greater than the indirect effect on the performance of the work environment through job satisfaction. The direct effect on the performance leadership is smaller than the indirect effect of leadership on performance through job satisfaction. The direct effect on the performance organizational culture is smaller than the indirect effect of organizational culture on performance through job satisfaction. Based on the results of total leverage to improve performance would be more effective if through increased competence.

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EFFECT OF MOTIVATION AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE THROUGH WORKING DISCIPLINE AT PT. BAMBOO TIRTA ENGINEERING

International Journal of Business and Social Science Research ◽

10.47742/ijbssr.v1n1p4 ◽

2020 ◽

pp. 28-35

Author(s):

Munawaroh Munawaroh ◽

Suharto Suharto ◽

Dr. Iwan Kurniawan Subagja

Keyword(s):

Job Satisfaction ◽

Data Analysis ◽

Quantitative Analysis ◽

Path Analysis ◽

Direct Effect ◽

Indirect Effect ◽

Employee Performance ◽

Descriptive Analysis ◽

Sampling Technique

This study aims to: 1) To determine and analyze the effect of motivation and job satisfaction on work discipline, 2) To determine and analyze the effect of motivation and job satisfaction on employee performance, 3) To determine and analyze the effect of work discipline on employee performance, 4) To find out and analyze the influence of motivation and job satisfaction on employee performance through work discipline PT. Bambu Tirta Engineering. The research was conducted at PT. Bambu Tirta Engineering with a research sample of 64 respondents. The sampling technique uses saturated samples. Methods of data analysis using descriptive analysis and quantitative analysis with path analysis. The results showed that: 1) there is an effect of motivation and job satisfaction on work discipline, 2) there is an effect of motivation and job satisfaction on employee performance, 3) there is an effect of work discipline on the performance of employees of PT. Bambu Tirta Engineering and 4) there is no influence between motivation and job satisfaction on employee performance through work discipline PT. Bambu Tirta Engineering. This means that the direct effect is greater than the indirect effect, the work discipline variable cannot mediate between motivation and job satisfaction on employee performance at PT. Bambu Tirta Engineering.

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EFFECT OF MOTIVATION AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE THROUGH WORKING DISCIPLINE AT PT. BAMBOO TIRTA ENGINEERING

10.33642/ijbssr.v1n1p4 ◽

2020 ◽

pp. 28-35

Author(s):

Munawaroh Munawaroh ◽

Suharto Suharto ◽

Dr. Iwan Kurniawan Subagja

Keyword(s):

Job Satisfaction ◽

Data Analysis ◽

Quantitative Analysis ◽

Path Analysis ◽

Direct Effect ◽

Indirect Effect ◽

Employee Performance ◽

Descriptive Analysis ◽

Sampling Technique

This study aims to: 1) To determine and analyze the effect of motivation and job satisfaction on work discipline, 2) To determine and analyze the effect of motivation and job satisfaction on employee performance, 3) To determine and analyze the effect of work discipline on employee performance, 4) To find out and analyze the influence of motivation and job satisfaction on employee performance through work discipline PT. Bambu Tirta Engineering. The research was conducted at PT. Bambu Tirta Engineering with a research sample of 64 respondents. The sampling technique uses saturated samples. Methods of data analysis using descriptive analysis and quantitative analysis with path analysis. The results showed that: 1) there is an effect of motivation and job satisfaction on work discipline, 2) there is an effect of motivation and job satisfaction on employee performance, 3) there is an effect of work discipline on the performance of employees of PT. Bambu Tirta Engineering and 4) there is no influence between motivation and job satisfaction on employee performance through work discipline PT. Bambu Tirta Engineering. This means that the direct effect is greater than the indirect effect, the work discipline variable cannot mediate between motivation and job satisfaction on employee performance at PT. Bambu Tirta Engineering.

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PENGARUH MEDIASI KEPUASAN KERJA PADA HUBUNGAN WORK-FAMILY CONFLICT DAN KOMITMEN ORGANISASIONAL

JURNAL ILMU MANAJEMEN ◽

10.21831/jim.v11i3.11785 ◽

2014 ◽

Vol 11 (3) ◽

pp. 95-109

Author(s):

Veronika Agustini Srimulyani ◽

Ardhika Vicki Prasetian

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Path Analysis ◽

Direct Effect ◽

Family Conflict ◽

Research Subjects ◽

Work Family Conflict ◽

Higher Institution ◽

Multiple Regression Technique ◽

Work Family

The aim of this study is to examine whether work family conflict affects the organizational commitment mediated by job satisfaction in the lecturer profession. The populationin this studyis a lecturer instructural officerlevelcoursesat private higher institution in Madiun. The research subjects were 45 lecturerstructurallevelofficials. The data analyzed by using simple and multiple regression technique, using SPSS 17.0 for windows.The result of path analysis indicate that:1) workfamily conflict have a direct effect on job satisfaction significantly; 2) workfamily conflict have a direct effect on organizational commitment significantly; 3) job satisfaction have a direct effect on organizational commitment significantly; 4) job satisfaction mediate the effect of workfamily conflict on organizational commitment significantly.

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Analisis Pengaruh Komitmen Afektif, Kontinyu Dan Normatif Terhadap Kinerja Dengan Disiplin Kerja Sebagai Variabel Intervening

Kajian Bisnis STIE Widya Wiwaha ◽

10.32477/jkb.v22i1.195 ◽

2017 ◽

Vol 22 (1) ◽

pp. 21-37

Author(s):

Titik Nurbiyati ◽

Kunto Wibisono

Keyword(s):

Organizational Commitment ◽

Path Analysis ◽

Multiple Regression ◽

Direct Effect ◽

Indirect Effect ◽

Sampling Methods ◽

Pearson Product Moment Correlation ◽

Cronbach Alpha ◽

Instrument Validity

This study aims to analyze the influence of organizational commitment indicated by the affective, normative and continuous commitment on employees performance, that is intervened by work discipline. Sampling methods uses census which results in 154 final samples. Instrument validity was measured using pearson product moment correlation, while its reliability was measured using cronbach alpha. Data were analyzed using multiple regression and path analysis. The results show that the affective, normative and continuous commitment positively affect employees’ performance and work discipline, either partially or simultaneously. Meanwhile, work discipline positively affect on employees’ performance. It is ultimately found that the indirect effect of commitment on the performance through the work discipline is greater than the direct effect of commitment on the performance.

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THE INFLUENCE OF EMOTIONAL INTELLIGENCE AND DISCIPLINE ON ORGANIZATIONAL PERFORMANCE THROUGH JOB SATISFACTION IN EMPLOYEE BUDI ASIH HOSPITAL

International Journal of Humanities and Applied Social Science ◽

10.33642/ijhass.v4n12p2 ◽

2019 ◽

pp. 11-17

Author(s):

Sri Rejeki ◽

Harry Indratjahjo ◽

P. Eddy Sanusi Silitonga

Keyword(s):

Job Satisfaction ◽

Emotional Intelligence ◽

Data Analysis ◽

Path Analysis ◽

Organizational Performance ◽

Direct Effect ◽

Indirect Effect ◽

Saturated Sample

This study aims to determine the effect of emotional intelligence and discipline on organizational performance simultaneously, determine the effect of emotional intelligence on organizational performance partially, determine the effect of discipline on organizational performance partially, determine the effect of job satisfaction on organizational performance partially, determine the effect of emotional intelligence on organizational performance through job satisfaction and determine the effect of discipline on organizational performance through satisfaction variables. The study was conducted at the compassion organization. Sampling uses a saturated sample involving 136 employees in all parts of the organization. Data analysis uses path analysis. Based on data analysis, it is known that emotional intelligence and discipline variables simultaneously influence organizational performance. The variable of emotional intelligence affects partially organizational performance. Discipline variables influence partially organizational performance. Job satisfaction variables partially affect organizational performance. The influence of emotional intelligence and discipline on organizational performance through job satisfaction. In this case, the direct effect is smaller than the indirect effect so it can be said that the job satisfaction variable is intervening.

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A Causal Paradigm of the Antecedents of Organizational Commitment – Case of Loco Pilots of Indian Railways

International Journal of Social Sciences and Management ◽

10.3126/ijssm.v2i3.12553 ◽

2015 ◽

Vol 2 (3) ◽

pp. 214-221

Author(s):

S.M. Khan

Keyword(s):

Organizational Commitment ◽

Path Analysis ◽

Work Environment ◽

Direct Effect ◽

Indirect Effect ◽

Social Needs ◽

Work Relations ◽

Needs Satisfaction ◽

Managerial Implications

Although several studies have examined organizational commitment in relation to needs satisfaction and work environment, none have investigated causal paradigm and antecedents of measured variables. Using path analysis modeling, this paper takes the first step at closing this literature gap. The direct effect of satisfaction of social needs, citizenship behaviour and recognition at work and work relations on organizational commitment was observed. The cumulative indirect effect of these variables on organizational commitment of Loco Pilots was significant. The results suggest that Indian Railways may need to focus more on these variables in spawning greater commitment among Loco Pilots. Organizational/managerial implications of casual paradigm of the antecedents of organizational commitment suggested.Int. J. Soc. Sci. Manage. Vol-2, issue-3: 214-221 DOI: http://dx.doi.org/10.3126/ijssm.v2i3.12553

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The effect of work motivation on performance with job satisfaction as an intervening variable in the Faculty of Economics and Business, UIN Walisongo Semarang

Journal of Islamic Economics, Management, and Business (JIEMB) ◽

10.21580/jiemb.2020.2.1.6841 ◽

2020 ◽

Vol 2 (1) ◽

pp. 31-48

Author(s):

Nurudin Nurudin

Keyword(s):

Higher Education ◽

Job Satisfaction ◽

Empirical Study ◽

Job Performance ◽

Path Analysis ◽

Direct Effect ◽

Indirect Effect ◽

Work Motivation ◽

Employee Performance ◽

Total Sample

Purpose – This study aims to determine the effect of work motivation on performance with job satisfaction as an intervening variable.Method – The population in this study were all employees at the Faculty of Islamic Economics and Business UIN Walisongo Semarang with a total sample of 58 respondents. The analysis in this study uses path analysis technique.Result – The results showed that work motivation had a significant effect on job satisfaction, work motivation had a significant effect on performance and job satisfaction variables had a significant effect on performance. The results of the path analysis conducted showed that work motivation had a direct effect on employee performance, while work motivation had an indirect effect on performance through intervening work.Implication – This study assists the management of higher education to create working design for a better performance.Originality – This study enriches the empirical study of job performance in higher education context in Indonesia.

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PENGARUH KEADILAN ORGANISASIONAL TERHADAP KOMITMEN ORGANISASIONAL MELALUI VARIABEL INTERVENING KEPUASAN KERJA PADA KARYAWAN PT. LEMBAH KARET PADANG

Jurnal Benefita ◽

10.22216/benefita.v3i2.3105 ◽

2018 ◽

Vol 3 (2) ◽

pp. 248

Author(s):

Jefri Candika ◽

Lucy Chairoel

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Path Analysis ◽

Organizational Justice ◽

Indirect Effect ◽

Sampling Technique ◽

Direct Impact ◽

Indirect Influence ◽

Analysis Technique

Penelitian ini bertujuan untuk mengetahui pengaruh keadilan organisasional terhadap komitmen organisasional melalui variabel intervening kepuasan kerja pada karyawan PT. Lembah Karet Padang. Populasi dalam penelitian ini adalah berjumlah 308 orang dengan sampel sebanyak 75 orang karyawan, teknik pengambilan sampel menggunakan metode slovin. Teknik analisis yang digunakan dalam penelitian ini adalah teknik analisis path (path analysis) menggunakan SPSS. Dari hasil penelitian ditemukan keadilan organisasional berpengaruh positif dan signifikan secara langsung terhadap komitmen organisasional. Keadilan organisasional berpengaruh positif dan signifikan secara langsung terhadapa kepuasan kerja. Keadilan organisasional dengan kepuasan kerja sebagai variabel intervening berpengaruh positif dan signifikan terhadap komitmen organisasional. Pengaruh langsung keadilan organisasional terhadap komitmen organisasional lebih besar dari pengaruh tidak langsung melalui variabel kepuasan kerja. Dengan demikian dapat diartikan bahwa kepuasan kerja tidak memiliki pengaruh tidak langsung keadilan organisasional terhadap komitmen organisasional. Sehingga dapat disimpulkan bahwa kepuasan kerja tidak terbukti sebagai variabel intervening. This study aims to determine the effect of organizational justice on organizational commitment through intervening variable job satisfaction at employees of PT. Lembah Karet Padang. The population in this study was 308 people with a sample of 75 employees, sampling technique using slovin method. The analysis technique used in this research is path analysis technique (path analysis) using SPSS. From the results of the study found organizational justice has a positive and significant effect directly on organizational commitment. Organizational justice has a positive and significant impact directly on job satisfaction. Organizational justice with job satisfaction as intervening variable has a positive and significant effect on organizational commitment. The direct impact of organizational justice on organizational commitment is greater than indirect influence through job satisfaction variables. Thus it can be interpreted that job satisfaction does not have an indirect effect of organizational justice on organizational commitment. So it can be concluded that job satisfaction is not proven as intervening variable.

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