The Work Performance of Married Female Employees during Covid-19 Pandemic

The research aims to determine the effect of learning organizations on married female permanent employees' performance at restaurants in Jakarta and Bali by mediating job satisfaction and organizational commitment. The phenomenon that occurs is that married female employees at restaurants tend to work less optimally and are reluctant to participate in development training programs since the Covid-19 pandemic in early 2020. This quantitative research was conducted with purposive random sampling on 73 married female employee respondents. The measuring instrument is a questionnaire with five-Likert scales—data processing using CB-SEM with Smart PLS program. The results showed a significant influence of learning organizations on female staff performance through the mediation of job satisfaction and organizational commitment. The research contribution is expected to provide input to the management at restaurants in managing the performance of married female employees.

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Women’s Role in Organizational Commitment and Job Satisfaction in the Travel Industry—An Evidence from the Urban Setting

Sustainability ◽

10.3390/su13158395 ◽

2021 ◽

Vol 13 (15) ◽

pp. 8395

Author(s):

Tamara Gajić ◽

Marko D. Petrović ◽

Milan M. Radovanović ◽

Darko Vuković ◽

Darko Dimitrovski ◽

...

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Work Performance ◽

Urban Setting ◽

Moral Obligations ◽

Tourism Sector ◽

Travel Industry ◽

Women's Role ◽

Novi Sad ◽

Satisfaction Factors

Employee satisfaction is the main factor achieving high work performance, providing quality services in the tourism sector, which directly affects the increase in productivity and commitment to the organization. The research is focused on determining the factors of job satisfaction and commitment to the institution by the female workforce. The authors conducted a survey in tourism companies in Novi Sad (the second-largest city in Serbia), based on a sample of 610 women in total, using a standardized MSQ questionnaire for job satisfaction, and Meyer and Allen’s organizational commitment scale. Three multiple regression analyses were used to determine the relationship between job satisfaction factors and organizational commitment factors. The results confirm the existence and strength of correlation between satisfaction factors and types of organizational commitment, and the fact that the position of women in the tourism sector is not at an enviable level, and that they remain in the same organization because of the small number of alternatives and moral obligations.

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The Effect Of Organizational Learning On Organizational Commitment, Job Satisfaction And Work Performance

Journal of Applied Business Research (JABR) ◽

10.19030/jabr.v25i6.995 ◽

2011 ◽

Vol 25 (6) ◽

Cited By ~ 5

Author(s):

Raduan Che Rose ◽

Naresh Kumar ◽

Ong Gua Pak

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Learning ◽

Literature Review ◽

Public Service ◽

Work Performance ◽

Future Research ◽

Font Size ◽

The Relationship ◽

Service Managers

The literature review reveals that there is a relationship between organizational learning organizational commitment, job satisfaction and work performance. However, it is apparent that the integrated relationships between these variables have not been found to be reported. Hence, we examine the relationship among these variables using a sample of public service managers in Malaysia. Organizational learning was found positively related to organizational commitment, job satisfaction, and work performance. Organizational commitment and job satisfaction are also positively related with work performance and these variables partially mediate the relationship between organizational learning and work performance. Implication of the study and suggestions for future research been discussed in this paper.

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

Journal of Open Innovation Technology Market and Complexity ◽

10.3390/joitmc6030064 ◽

2020 ◽

Vol 6 (3) ◽

pp. 64 ◽

Cited By ~ 2

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.

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PENGARUH KEPUASAN KERJA TERHADAP TURNOVER INTENTION DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL INTERVENING

E-Jurnal Manajemen Universitas Udayana ◽

10.24843/ejmunud.2020.v09.i04.p20 ◽

2020 ◽

Vol 9 (4) ◽

pp. 1634

Author(s):

Azisah Putri Ayu NingTyas ◽

Suseno Hadi Purnomo ◽

Aswar Aswar

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Path Analysis ◽

Turnover Intention ◽

Likert Scale ◽

Significant Positive Effect ◽

Analysis Model ◽

Permanent Employees ◽

Feasibility Test ◽

Positive Effect

This study aims to analyze the effect of job satisfaction on turnover intention with organizational commitment as an intervening variable. The approach of this study is quantitative. The population in this study are permanent employees who are in PT. Astra International Tbk, Honda. The sample of this study were 100 employees in PT. Astra International Tbk, Honda using path analysis. From the analysis model the value of the dependent variable was obtained from the results of the questionnaire and using a Likert scale. The results of this study indicate that the model studied has met the model's feasibility test. Job satisfaction shows positive and significant results on organizational commitment, job satisfaction shows positive and significant results on turnover intention, organizational commitment shows positive and significant results on turnover intention and job satisfaction has a significant positive effect on turnover intention through organizational commitment. Keywords: Job satisfaction, turnover intention, organizational commitments.

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Organizational Commitment As Influenced by Leadership Behavior of Administrators, Job Satisfaction and Burnout of Teachers: A Structural Equation Modeling

UIC Research Journal ◽

10.17158/228 ◽

2012 ◽

Vol 18 (1) ◽

Cited By ~ 1

Author(s):

Felix C. Chavez, Jr.

Keyword(s):

Job Satisfaction ◽

Structural Equation Modeling ◽

Organizational Commitment ◽

Structural Equation ◽

Quantitative Research ◽

Goodness Of Fit ◽

Leadership Behavior ◽

Stepwise Multiple Regression ◽

Equation Modeling ◽

Best Fit

This study was conducted to determine the best fit model of organizational commitment. Specifically, it established the interrelationship among leadership behavior, job satisfaction, burnout, and organizational commitment. Quantitative research design was utilized in this study. The data were gathered from the teachers among the randomly selected academic institutions in Region XI, Philippines. Moreover, sets of survey questionnaires were used as instruments to obtain information from the participants. Pearson product moment correlation was used to find the significance of the relationship between the independent and dependent variables. Stepwise multiple regression analysis was used to identify the variables that best predict organizational commitment and likewise Structural Equation Modeling was used to identify the model that best fits organizational commitment. The findings revealed that the over-all leadership behavior of administrators and organizational commitment of teachers were high. On the other hand, the job satisfaction of teachers was moderate and their degree of burnout was low. Furthermore, the leadership behavior, job satisfaction, and burnout were highly correlated with organizational commitment, and found to be significant predictors of organizational commitment. Finally, the best fit model of organizational commitment was the Hypothesized Model 5, which passed all the goodness of fit indices criteria.

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Job Satisfaction and Organizational Commitment in Relation to Work Performance and Turnover Intentions

Human Relations ◽

10.1177/001872678904200705 ◽

1989 ◽

Vol 42 (7) ◽

pp. 625-638 ◽

Cited By ~ 199

Author(s):

Lynn McFarlane Shore ◽

Harry J. Martin

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Work Performance ◽

Turnover Intentions

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The Effect of Spirituality in the Workplace and Spiritual Leadership on the Performance of Workers in the Production Part of PT. Makassar Tene

Interdisciplinary Journal Papier Human Review ◽

10.47667/ijphr.v1i2.59 ◽

2020 ◽

Vol 1 (2) ◽

pp. 46-51

Author(s):

Nurgazali Nurgazali ◽

Atjo Wahyu ◽

Fridawaty Rivai ◽

Masyita Muis ◽

M. Furqaan Naiem ◽

...

Keyword(s):

Job Satisfaction ◽

Quantitative Research ◽

Work Performance ◽

Spiritual Leadership ◽

Bivariate Analysis ◽

Chi Square ◽

Cross Sectional ◽

Spirituality At Work ◽

Spirituality In The Workplace ◽

And Performance

Human resources as production support must be considered. Problems related to HR that often occur can hinder the performance of an organization. This study aims to see the effect of spirituality at work and spiritual leadership on performance through job satisfaction. Quantitative research method with cross sectional design with 62 respondents. The data was conducted by means of interviews. Bivariate analysis using the person Chi Square test, and Multivariate analysis using multiple logistic regression. The results of this study indicate that spirituality in the workplace has an effect on job satisfaction (p = 0,000), spirituality at work has an effect on performance (p = 0.022), spirituality has an effect on performance (p = 0.003), and spiritual leadership has no effect on job satisfaction. (p = 0.264), job satisfaction has no effect on performance (p = 0.606), job satisfaction does not mediate between spirituality and performance (t count = 0.431), and job satisfaction does not mediate between spiritual leadership and performance (t count = 0.009). Spirituality at work has an effect on job satisfaction, spirituality in the workplace has an effect on work performance, spiritual leadership has an effect on performance, spiritual leadership has no effect on job satisfaction, job satisfaction does not affect performance, job satisfaction does not radiate between spirituality at work and performance and satisfaction. work does not mediate between spiritual leadership and performance of workers in the production section of PT. Makassar Tene.

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Effect of Organizational Commitment, Job Stress, And Job Satisfaction on Turnover Intention

International Journal for Innovation Education and Research ◽

10.31686/ijier.vol8.iss10.2682 ◽

2020 ◽

Vol 8 (10) ◽

pp. 286-316

Author(s):

Idham Wahyono ◽

Setyo Riyanto

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Job Stress ◽

Turnover Intention ◽

Quantitative Research ◽

Turnover Intentions ◽

Linear Regression Analysis ◽

Multiple Linear Regression Analysis ◽

Reality Testing ◽

Data Validity

The purpose of this study is to find out how organizational commitment, job stress, and job satisfaction affect turnover intention. This research was conducted at PT Satya Ardhia Angkasa (Outsourcing PT Angkasa Pura II Persero) in Terminal 1, Terminal 2, and Terminal 3 of Soekarno–Hatta Airport. This type of research is included in quantitative research with a total population of all employees working at PT Satya Ardhia Angkasa located in Terminal 1, Terminal 2, and Terminal 3 of Soekarno–Hatta Airport with a Sample of 100 employees. This research data collection technician uses interviews and questioners. The analysis method uses classic assumption testing, data validity, and reality testing as well as hypothesis testing with multiple linear regression analysis techniques processed using SPSS 23.0 for windows. Based on the results of determination coefficient tests resulting in an Adjusted R Square value of 0.433 or 43.3%, this shows the effect of Organizational Commitment, Job Stress, and Job Satisfaction on Turnover Intentions. The remaining 56.7% influenced the results found in this study of Organizational Commitment, Job Stress and Job Satisfaction have a simultaneous and significant effect on turnover intentions

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The Effect of Employee Empowerment and Work Stress on Employee Organizational Commitment Mediated by Job Satisfaction (Case Study of Financial Services Cooperatives in Denpasar)

Jurnal Ekonomi & Bisnis JAGADITHA ◽

10.22225/jj.7.2.2156.92-103 ◽

2020 ◽

Vol 7 (2) ◽

pp. 92-103

Author(s):

I Gede Suriadnyana

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Financial Services ◽

Quantitative Research ◽

Local Area ◽

Partial Least Square ◽

Least Square ◽

Employee Empowerment

A cooperative is a business entity owned and operated by an individual for the benefit of members. The business outgrowth is aligned with the small-medium business expansion in the local area, Bali as general. The objectives of this study are to examine the effect of employee empowerment, job stress, organizational commitment, job satisfaction at the Financial Services Cooperative in Denpasar and to examine the role of job satisfaction in mediating the effect of employee empowerment on organizational commitment at the Financial Services Cooperative in Denpasar. The data for this study conducted from representable cooperatives in Denpasar based on the criteria of a minimum asset, and Good cooperate governance score, this researched collected 63 numbers of respondents by random sampling method. This study is implemented qualitative and quantitative research by spreading the questionnaire to the respondence and also interviewed after the respondence filled up the questionnaire, Partial least square (PLS) has been used as hypothesis testing. The results of this study show that (1). Employee empowerment process is effect positively significant to job satisfaction for the cooperatives employment, (2). Work field pressure has a positive effect on job satisfaction, (3). Work field pressure is positive but insignificantly effect to the organizational commitment, (4). Job satisfaction is showing positive insignificant effect toward the organizational commitment, (5). This research found that mediation factor between commitment and employee empowerment is work satisfaction.

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PENGARUH BUDAYA ORGANISASI, DISIPLIN KERJA, DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN NON MEDIS RUMAH SAKIT ISLAM MALANG

Jurnal Ilmiah Bisnis dan Ekonomi Asia ◽

10.32812/jibeka.v11i1.29 ◽

2018 ◽

Vol 11 (1) ◽

pp. 38-43

Author(s):

Any Isvandiari ◽

Anang Purwanto

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Regression Analysis ◽

Data Analysis ◽

Multiple Regression Analysis ◽

Work Performance ◽

Sampling Technique ◽

Result Show ◽

Permanent Employees ◽

Culture Work

The research was purposed to find out whether there was any partial or simultaneous effects of organizational culture, work discipline, and job satisfaction toward the work performance of non-medical employees at Malang Islamic Hospital. The population of this research is 93 non-medical employees and 62 are selected as sample. Sampling technique used is purposive sampling of non-medical employees which already a permanent employees. Data analysis was made with multiple regression analysis. Analysis result show that organizational culture, work discipline, and job satisfaction have any partial and simultaneous effects toward the performance of non-medical employees at Malang Islamic Hospital.

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