scholarly journals PENGARUH KEPEMIMPINAN SPIRITUAL TERHADAP KEPUASAN KERJA KARYAWAN MELALUI MOTIVASI INTRINSIK DAN KOMITMEN ORGANISASI (Studi Kasus Rumah Sakit Islam Sultan Agung, Semarang)

2019 ◽  
Vol 20 (1) ◽  
pp. 73
Author(s):  
Siska Puspitasari
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Intrinsic Motivation ◽  
Human Resource ◽  
Spiritual Leadership

This study aims to determine what causes the job satisfaction of a human resource in theorganization. In this test the researcher uses the factors of involvement of a spiritual Leadership,intrinsic Motivation and Organizational Commitment. Tests conducted using SEM AMOS program,the results obtained that spiritual leadership has a significant effect on job satisfaction, intrinsicmotivation also has a significant effect on job satisfaction, and Organizational Commitmentsignificant effect on employee job satisfaction.Keywords: Spiritual Leadership, intrinsic Motivation, Organizational Commitment, JobSatisfaction

scholarly journals The Impact Of Emotional Intelligence On Job Outcomes And Its Impact To Turnover Intention

2019 ◽  
Vol 2 (3) ◽  
Author(s):  
WIDYATAMA LUKMAN NUR HAKIM ◽  
ADE IRMA ANGGRAENI
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Human Resource ◽  
Turnover Intention ◽  
Future Research ◽  
Job Outcomes ◽  
Step Method ◽  
Additional Reference ◽  
The Impact

This research is a human resource analysis study, especially studies on employees of Warung SS Purwokerto. The purpose of this study is to analyze the impact of Emotional Intelligence on Job Outcomes and its impact to Turnover Intention on Warung SS Purwokerto. The samples in this study were 86 people who had been selected using purposive sampling. This study uses the analysis method of Simple Regression Analysis and Causal Step Method. Hypotheses indicate that emotional intelligence directly affects job satisfaction, organizational commitment and Turnover Intention, then job satisfaction and organizational commitment affects Turnover Intention, next  job satisfaction and organizational commitment affect the effect of emotional intelligence on Turnover Intention. The implications of this study indicate that Turnover Intention affected by emotional intelligence, job satisfaction and organizational commitment. This finding will contribute to future research as an additional reference regarding the development of discussions and studies on human resource management.

scholarly journals Mediating Effects of Job Satisfaction and Organizational Commitment between Problems with Performance Appraisal and Organizational Citizenship Behavior

2020 ◽  
Vol 6 (3) ◽  
pp. 64 ◽  
Author(s):  
Khahan Na-Nan ◽  
Suteeluck Kanthong ◽  
Jamnean Joungtrakul ◽  
Ian David Smith
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Performance ◽  
Citizenship Behavior ◽  
And Performance

The objective of this study was to test the developed models with empirical evidence regarding job satisfaction (JS) and organizational commitment (OC) as mediators and influential variables concerning problems with performance appraisal and organizational citizenship behavior (OCB). The sample consisted of 450 employees who worked at the operational level in automobile parts manufacturing companies in the Navanakorn Industrial Estate, Thailand. The study’s instrument was applied from previous research and verified for content validity and reliability before collecting the data. Structural equation analysis of 5000 rounds of bootstrapping was used to examine the model developed from the empirical data and the influence of problem variables in appraising work performance. The developed model fitted well with the empirical evidence. JS and OC were identified as mediators among problem variables in appraising performance and OCB, while problem variables in appraising work performance influenced OCB through JS and OC. Findings from this study expand our knowledge of this field and are useful for effective human resource management and performance appraisal. The developed model explains the phenomena of problems with performance appraisal concerning fairness, JS, OC, and OCB. JS and OC are useful mediators to explain and expand knowledge in human resource management and performance appraisal.

The moderating role of top management support on employees’ attitudes in response to human resource development efforts

2017 ◽  
Vol 24 (3) ◽  
pp. 369-387 ◽  
Author(s):  
Jae Young Lee ◽  
Sunyoung Park ◽  
Rose Baker
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Mediation Effect ◽  
Top Management ◽  
Management Support ◽  
Top Management Support

AbstractThe purpose of this study is to investigate the relationships among human resource development (HRD) efforts, top management support, and employees’ attitudes (job satisfaction and organizational commitment) in the Korean context. Based on the Korean Human Capital Corporate Panel survey data, 3,899 responses from 159 large companies were analyzed by adopting hierarchical multiple regression analysis and a regression-based path analysis. The results indicated that HRD efforts positively affected organizational commitment through job satisfaction. In addition, job satisfaction had a moderated mediation effect on the interaction of HRD efforts and top management support on organization commitment. Finally, top management support moderates the relationship between HRD efforts and employees’ attitudes such that increased top management support for HRD efforts improves employees’ job satisfaction and organizational commitment.

scholarly journals Relationship between Organizational Effectiveness and Its Predictors among IT Sector

2019 ◽  
Vol 8 (4) ◽  
pp. 3194-3202
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Climate ◽  
Human Resource Development ◽  
Human Resource ◽  
Organizational Effectiveness ◽  
Research Study ◽  
Research Work ◽  
Mediating Effect ◽  
The Relationship

In modern scenario, human resource practitioners have been showing great concern for assessing the factors enhancing employee’s commitment towards organization. Since, dedicated and devoted employees can only facilitate the organization to attain heights of effectiveness. The current research study was carried out to access the factors enhancing effectiveness of organization along with the mediating effect of organizational commitment. The effect of job satisfaction and organizational climate on effectiveness was assessed considering commitment as a mediating variable. Adjusted structured questionnaires were used for evaluating these variables. 581 respondents from IT sector were approached for collecting the data. SEM was applied for examining the model fitness and mediating effect of commitment on effectiveness. It was revealed that both job satisfaction (β=.18, p=.001) and organizational climate (β=.11, p=.007) were positively associated with effectiveness. When organizational commitment was introduced into the model as mediator it was found that the above mentioned relationships become insignificant. Organization commitment fully mediates the relationship between job satisfaction and effectiveness (β=.01, p=.85) and organizational climate and effectiveness (β=.08, p=.054). This research work has essential implication in decision making by human resource development in IT sector. Proper strategies should be defined by the management for achieving job satisfaction and favourable organizational climate considering the moderating effect of commitment, which finally leads to organizational effectiveness.

PENGARUH KEPEMIMPINAN TRILOGI, KEPUASAAN KERJA DAN KOMITMEN ORGANISASI TERHADAP PRODUKTIVITAS SDM (STUDI: KOPERASI DAN UMKM KUD KARYA MUKTI PROVINSI JAMBI)

2021 ◽  
Vol 5 (1) ◽  
Author(s):  
Triyani Triyani
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resource ◽  
Quantitative Research ◽  
Descriptive Analysis ◽  
Negative Influence ◽  
Analysis Method ◽  
Resource Productivity ◽  
Analysis Technique ◽  
Sample Technique

The purpose of this study was to describe (1) the influence of trilogy leadership on human resource productivity, (2) the effect of satisfaction on human resource productivity, (3) the effect of organizational commitment on human resource productivity. This research is a quantitative research, descriptive analysis method and method of analysis of the coefficient of determinants. The population is employees of KUD Karya Mukti Cooperative and UMKM Jambi Province, the sample technique is stratified random and sampling. The method used was questionnaire data, while the data analysis technique used simultaneous, partial, and linear regression data. The results of this study use a significant result of 0.005 indicating that there is a negative influence on trilogy leadership with the variable of human resource productivity. In addition, there is also an effect of job satisfaction on the productivity of human resources which has a negative and insignificant effect. Then there is organizational commitment that has a positive and significant effect on human resource productivity. Keywords: trilogy leadership, job satisfaction, organizational commitment, human resource productivity

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