scholarly journals The Influence of Organizational Culture and Job Stress on Employees Performance by Job Satisfaction as an Intervening Variable in PT Binor Karya Mandiri Paiton Probolinggo

2018 ◽  
Vol 2 (3) ◽  
pp. 141-145
Author(s):  
Nailin Nikmatul Maulidiyah
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Job Stress ◽  
Negative Influence ◽  
Positive Influence

This research proposed five hypothesis and results indicated that organizational culture has a positive and significance influence toward  job satisfaction and employees performance , job stress has a negative and significance  influence toward  job satisfaction and employees performance , job satisfaction has a positive and significance influence toward employees performance, organizational culture has a positive influence toward employees performance through the job satisfaction of the employees in PT Binor Karya Mandiri Paiton Probolinggo, job stress has a negative influence toward employees performance through the job satisfaction of the employees in PT Binor Karya Mandiri Paiton Probolinggo.

scholarly journals Pengaruh Budaya Organisasi dan Stres Kerja terhadap Kepuasan Kerja Karyawan pada PT. Kereta Api Indonesia Persero Daop 8 Surabaya

2018 ◽  
Vol 7 (1) ◽  
pp. 26
Author(s):  
Sista Prilia Nisa Amilia ◽  
Dwiarko Nugrohoseno
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Job Stress ◽  
Sampling Methods ◽  
Sampling Technique ◽  
Positive Influence ◽  
Organizational Changes ◽  
Organizational Goals ◽  
Employee Job Satisfaction ◽  
Significant Positive Influence

Changes require organizational changes to its organizational culture as the culture as a reference to coordinate the behavior of employees to achieve organizational goals, and of the employees who adaptation back to a new environment. This study aims to describe and analyze wheter organizational culture and job stress employee job satisfaction. The study took place at PT. Kereta Api Indonesia Persero Daop 8 Surabaya. Sampling technique that used was proportionate stratified random sampling. Methods of the statistical analysis that used were multiple linear regression with the help of SPSS 1.8 software. the results showed that organizational culture have a significant positive influence on employee job satisfaction, job stress had not significant influence on employee job satisfaction, organizational culture and job stress have a significant simultant influence on employee job satisfaction.

The Influence of Self Esteem and Job Stress on Employees Performance by Job Satisfaction as An Intervening Variable in PT Binor Karya Mandiri Paiton Probolinggo

2019 ◽  
Vol 6 (1) ◽  
pp. 13-16
Author(s):  
Nailin Nikmatul Maulidiyah
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Path Analysis ◽  
Job Stress ◽  
Self Esteem ◽  
Negative Influence ◽  
Positive Influence ◽  
Entire Population ◽  
Census Methods

The purpose of this research was to determine the influence of self esteem and job stress on employees performance and the role of job satisfaction as an intervening variable in PT Binor Karya Mandiri Paiton Probolinggo. The populations of this research are all employees in PT Binor Karya Mandiri Paiton Probolinggo, amounting to 71 people. The sample in this study is the entire population or by using census methods. The type of this reseach is explanatory research. Path Analysis has treated as the data analysis in research. The result of this study shows that self esteem has a positive and significance influence toward  job satisfaction and employees performance , job stress has a negative and significance  influence toward  job satisfaction and employees performance , job satisfaction has a positive and significance influence toward employees performance, self esteem has a positive influence toward employees performance through the job satisfaction of the employees in PT Binor Karya Mandiri Paiton Probolinggo, job stress has a negative influence toward employees performance through the job satisfaction of the employees in PT Binor Karya Mandiri Paiton Probolinggo.

scholarly journals Penerapan Organisasi Pembelajar Dalam Upaya Meningkatkan Kinerja PD ABC

2018 ◽  
Vol 14 (3) ◽  
pp. 228-248
Author(s):  
Rulli Hendriani ◽  
M. Syamsul Ma'arif ◽  
M. Joko Affandi
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Performance Improvement ◽  
Learning Organization ◽  
Structural Equation ◽  
Negative Influence ◽  
Positive Influence ◽  
Equation Model ◽  
Insignificant Effect ◽  
Organization Leadership

This study aims to 1) analyze the implementation of learning organization in PD ABC; 2) analyze the influence of learning organization towards performance improvement of PD ABC; 3) analyze the influence of leadership and organizational culture towards learning organizations, 4) analyze the influence of learning organization, leadership and organizational culture towards performance improvement of PD ABC, and 5) formulate a sustainable learning organization strategy to improve the performance of PD ABC. Methods in this research were Structural Equation Model (SEM) and Analytical Hierarchy Process (AHP). The results showed that 1) information systems and sharing of knowledge, organizational relationship, strategic leadership, collaboration and team learning need to be improved; 2) leadership has a positive influence and significant effect with learning organization but organizational culture has insignificant effect towards learning organization; 3) learning organization has a positive influence and significant effect towards improving PD ABC performance; learning organization has a positive influence and significant effect towards organizational performance, although leadership and organizational culture have a negative influence but insignificant effect towards performance organization; 4) in order to develop sustainable learning, PD ABC has to provide measurable evaluation and monitoring systems, transparent rewards and punishment, as well as competent people. Keywords: Leadership, learning organization, organizational culture, organizational performance, strategy Abstrak Penelitian ini bertujuan 1) menganalisis penerapan organisasi pembelajar di PDABC; 2) menganalisis pengaruh organisasi pembelajar terhadap organisasi pembelajar, 3) menganalisis pengaruh kepemimpinan dan budaya organisasi dengan organisasi pembelajar; 4) menganalisis pengaruh organisasi pembelajar, kepemimpinan, dan budaya organisasi terhadap peningkatan kinerja PD ABC; dan 5) memformulasikan strategi organisasi pembelajar berkelanjutan dalam upaya meningkatkan kinerja PD ABC. Metodologi penelitian ini mengambil data secara stratified random sampling ,analisadeskriptif,StructuralEquationModel (SEMLisrel), danAnalyticalHierarchy Process (AHP). Hasil penelitianadalah 1) sistem informasi dan penyebaran pengetahuan, hubungan organisasi,kepemimpinan strategis, kolaborasi dan pembelajaran tim masih perlu ditingkatkan; 2)kepemimpinan berpengaruh signifikan terhadap organisasi pembelajar, budaya organisasiberpengaruh tidak signifikan terhadap organisasi pembelajar; 3) organisasi pembelajarberpengaruh signifikan dengan kinerja organisasi, namun kepemimpinan dan budayaorganisasi secara langsung berpengaruh negatif namun tidak signifikan dengan kinerjaorganisasi 4) strategi meningkatkan kinerja PDABC melalui organisasi pembelajar yaitumenyediakan sistem evaluasi dan monitoring yang terukur serta reward dan punishment yangtransparan. Efektivitas kerja perlu didukung dengan penempatan orang yang tepat sesuai dengan kompetensinya dan melakukan pemberdayaan karyawan.Kata Kunci : Budaya organisasi, kepemimpinan, kinerja organisasi, organisasi pembelajar, strategi

scholarly journals TO EXAMINE LEADER-MEMBER EXCHANGE AS MODERATING VARIABLE ON THE INFLUENCE OF EMPLOYEE PSYCHOLOGICAL UNCERTAINTY TOWARD EMPLOYEES’ JOB SATISFACTION AND TURNOVER INTENTION

2019 ◽  
Vol 1 (1) ◽  
Author(s):  
Muhammad Zakiy
Keyword(s):  
Job Satisfaction ◽  
Organizational Change ◽  
Turnover Intention ◽  
Negative Influence ◽  
Positive Influence ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
Relationship Of ◽  
The Impact

The studies revealed that organizational change could create employee’s psychological uncertainty. However, this study argues that the quality of leader-member exchange enables to control the impact of the psychological uncertainty during the change toward employee’s attitude. This study represents job satisfaction and turnover intention as proxy of employee’s attitude for that matter. Based on social exchange theory, quality relationship of leader and employees affects on the relationship of psychological uncertainty and employee’s job satisfaction and turnover intention. This study selected private hospitals experiencing the changes of operational system for complying with national health security system. This study conducted cross-section survey for individual level-analysis. This study produces some findings. Firstly, the LMX has been failed to reduce the negative influence of psychological uncertainty towards employee’s job satisfaction, although the quality of the LMX was good. employee’s job satisfaction is more perceived as  personal afective state experienced during the organizational change. Secondly, the LMX has been successfully moderated the positive influence of the psychological uncertainty towards employee’s turnover intention.The data were collected by using questioners, distributed to the employees who worked in hospitals in Yogyakarta Province. There were 193 questioners that could be collected and analyzed by using Moderated Regression Analysis (MRA) to test the hypothesis by using SPSS application version 21. The result of the study shows that psychological uncertainty had negative correlation to employee’s job satisfaction and positive influence to psychological uncertainty toward turnover intention. Besides, LMX was proven to moderate positive influence of psychological uncertainty toward turnover intention, but it could not moderate negative influence of psychological uncertainty toward job satisfaction. 

scholarly journals DAMPAK KONFLIK PERAN TERHADAP STRES DAN KEPUASAN KERJA KARYAWAN PT. JOMBANG INTERMEDIA PRESS (JAWA POS RADAR JOMBANG)

2018 ◽  
Vol 18 (2) ◽  
pp. 105
Author(s):  
Kristin Juwita ◽  
Devy Arintika
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Job Stress ◽  
Structural Equation Model ◽  
Work Stress ◽  
Structural Equation ◽  
Positive Influence ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square

The purpose of this research is to know the effect of role conflict on employee job satisfaction with job stress as a mediation variable at PT. Jombang Intermedia Press (Jawa Pos Radar Jombang). The research used explanatory research with a quantitative approach to explain relationship variables through hypothesis testing. This study uses questionnaires which is distributed to 30 respondents of PT. Jombang Intermedia Pers (Radar Jombang) with saturated sampling method. The analysis method uses SEM (Structural Equation Model) with PLS (Partial Least Square) 3 . The result of data analysis known has significant positive influence between role conflict on work stress. But, role conflict has a positive effect on job satisfaction, work stress positively influence to job satisfaction, while work stress is not able to mediate between role conflict to job satisfaction. Keyword—Role Conflict, Job Stress, Job Satisfaction Abstrak Penelitian ini bertujuan meneliti pengaruh konflik peran terhadap kepuasan kerja karyawan yang dimediasi stres kerja pada PT. Jombang Intermedia Pers (Jawa Pos Radar Jombang). Jenis penelitian adalah penelitian penjelasan (explanatory research) dengan pendekatan kuantitatif. Pengumpulan data menggunakan kuesioner yang disebarkan kepada 30 karyawan PT.Jombang Intermedia Pers (Radar Jombang) dengan metode sampling jenuh. Metode analisis dibantu oleh SEM (Structural equation Model) dengan alat analisis Pls versi 3. Berdasarkan hasil penelitian menunjukan ada pengaruh positif dan signifikan antara konflik peran terhadap stres kerja. Namun, justru konflik peran berdampak positif terhadap kepuasan kerja, stres kerja juga berdampak positif terhadap kepuasan kerja. Adapun stres kerja tidak mampu memediasi pengaruh konflik peran terhadap kepuasan kerja. Kata Kunci—Konflik Peran, Stres Kerja, Kepuasan Kerja

scholarly journals PENGARUH KOMPENSASI DAN BUDAYA ORGANISASI TERHADAP KINERJA DENGAN MEDIASI KEPUASAN KERJA PERAWAT DI RUANG RAWAT INAP RSUD KARDINAH KOTA TEGAL

2019 ◽  
Vol 3 (1) ◽  
Author(s):  
Nur Fitriani ◽  
Mr. Basukiyatno
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Risk Taking ◽  
Affective Commitment ◽  
Positive Influence ◽  
Hospital Inpatient ◽  
Validity And Reliability ◽  
Instrument Validity ◽  
And Performance ◽  
Positive Effect

The purpose of this study is to examine and analyze the effect of compensation and organizational culture on performance by mediating job satisfaction of nurses. In this study, the population was all nurses in the Civil Hospital inpatient Kardinah. The sampling method using purposive sampling. Retrieval of data using questionnaires. Tests conducted by the research instrument validity and reliability, statistical test equipment being used is multiple regression analysis, R2 test and t-test, to test the significance of regression coefficients generated. The results showed that compensation is positive and significant effect on affective commitment, job satisfaction and commitment continuants, but had no effect on performance. Organizational culture of innovation and risk-taking has positive influence on affective commitment and performance. Results-oriented organizational culture has a positive effect on job satisfaction and performance. People-oriented organizational culture has a positive effect on job satisfaction. Affective commitment and commitment continuants positive effect on job satisfaction but had no effect on performance. Job satisfaction has a positive effect on performance. Affective commitment, job satisfaction and commitment continuants is purely capable of mediating variables to explain the effect of indirect compensation to performance. Affective commitment and job satisfaction are not able to explain the indirect effect of organizational culture of innovation and risk-taking on the performance of nurses in hospitals Kardinah Tegal City.Keywords: compensation, organizational culture, , job satisfaction and performance of nurses

Does job stress enhance employee creativity? Exploring the role of psychological capital

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Azka Ghafoor ◽  
Jarrod Haar
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Psychological Capital ◽  
Positive Influence ◽  
Conservation Of Resources ◽  
Psychological Resources ◽  
Mediation Effects ◽  
Content Type ◽  
Two Samples ◽  
Practical Implications

PurposeUsing the conservation of resource theory, the purpose of this paper is to investigate the potentially positive influence of job stress on creativity through the resource caravan approach. The influence of job stress directly and as a moderator of psychological capital (PsyCap) is explored. Finally, the influence of stress on creativity is investigated as a boundary condition that impacts on the PsyCap-creativity relationship via job satisfaction.Design/methodology/approachRelationships were tested on two samples: (1) an international employee cohort (n = 269) and (2) a New Zealand employee sample (n = 475) and similar effects were found in both studies.FindingsPsyCap was found to influence job satisfaction and creativity, with job satisfaction partially mediating this direct effect. Job stress has a positive moderation effect with PsyCap toward creativity, supporting Conservation of Resources theory, which suggests that high PsyCap individuals would have the psychological resources to leverage stress beneficially, making their behaviors more creative. Significant moderated mediation effects indicate complex indirect effects with PsyCap on creativity (via job satisfaction) increasing as job stress gets higher.Practical implicationsThis study calls for researchers' attention toward potentially positive influences of stress when considered in combination with high psychological resources. Practical implications focus manager's and leader's attention toward the enhancement of employees' psychological resources for its stress and creativity related benefits.Originality/valueThe findings provide new theoretical support for understanding how stress can positively influence creativity. The use of two samples improves confidence in these findings.

scholarly journals The Effect Of Organization Culture, Rewards, Job Satisfaction And Job Stress On Lecturer’s Performance At UIN Ar-Raniry anda Aceh

2021 ◽  
Vol 2 (3) ◽  
pp. 685-691
Author(s):  
Iis Marsithah ◽  
Benyamin ◽  
Nasrun
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Job Stress ◽  
Direct Effect ◽  
Indirect Effect ◽  
Performance Model ◽  
The Other ◽  
Causal Relationships ◽  
Positive Direct ◽  
Banda Aceh

The purpose of this study was to find out and examine: (1) the lecturer’s performance model built on associative causal relationships between exogenous variables and endogenous variables, (2) the effect of organizational culture to job satisfaction, (3) the effect of rewards to job satisfaction, (4) the effect of organizational culture to job stress, (5) the effect of rewards to job stress,(6) the effect of organizational culture to lecturer’s performance, (7) the effect of rewards to lecturer’s performance, (8) the effect of job satisfaction to lecturers performance, and, (9) the effect of job stress to lecturers performance. The population is all lecturer as many as 486 people. The research sample of 219 people was determined by the Slovin formula. Data collection is done by using a questionnaire with five answer choices. The sampling technique were used proportional random sampling. The instruments were used first tried out to respondent outside the sample to obtain validity and reliability instruments. Validity test uses Product Moment correlation, while to test its reliability with Alpha formula from Cronbach. Before testing the hypothesis, especially before the test is calculated, the requirements of the analysis include: normality data test and regression linearity test.The results showed (1) Obtained the lecturer’s performance model UIN Ar-Raniry Banda Aceh, (2) there is positive direct effect of organizational culture to job satisfaction 1,9%, (3) there is positive direct effect of rewards to job satisfaction 1,9%, (4) there is negative direct effect of organizational culture to job stres11,2%, (5) there is negative direct effect of rewards to job stress 2%, (6) there is positive direct effect of organizational culture to lecturer’s performance 7,9% include indirect effect through job satisfaction 0,6% and job stress 1,8%, (7) there is positive direct effect of rewards to lecturer’s performance 2,8%  include indirect effect through job satisfaction 0,4% and job stress 0,7%,(8) there is positive direct effect of job satisfaction to lecturer’s performance 1,5%, and (9) there is positive direct effect of job stress to lecturer’s performance 3%.Based on the acceptance of the research hypothesis, it is found a fixed model that describes the structure of causal relationships between organizational culture, rewards, job satisfaction, job stress and lecturer’s performance at UIN Ar-Raniry Banda Aceh. The organizational behavior has bigger influence than the other variable to lecturer’s performance. The next variable was job stress, rewards, and job satisfaction has lowest influence than the other variable to lecturer’s performance.

scholarly journals Pengaruh Job Instability terhadap Kinerja dengan Variabel Mediator Stres Kerja Karyawan Bank di Surabaya

2018 ◽  
Vol 3 (2) ◽  
pp. 206
Author(s):  
Siti Halimah ◽  
Dwiarko Nugrohoseno
Keyword(s):  
Job Performance ◽  
Job Stress ◽  
Significant Influence ◽  
Negative Influence ◽  
Positive Influence ◽  
Partial Least Square ◽  
Least Square ◽  
Survey Method ◽  
Banking Services ◽  
Job Instability

Since 2008 financial crisis, many banking service personnel have not only lost their confidence, but serious day by day.  To promote efficiency and have also caused unemployment rates to be more performance, some enterprises have taken the steps of reorganizing their enterprises, merging.  and even laying off their employeesto reduces manpower cost Therefore,  employment relationship between the staff and organization become more unstable and forecast with dificulty This research purpose are D to determine influence of job instabiliry toward job performance banking services personnel in Surabaya,  2)  to determine influence of Job instability toward job stress banking services personnel in Surabaya,  3)  to determine influence of job stress toward job performance banking serices personnel in Surabaya.  The sample in this study is banking services personnel of bank rating based on assets February 2010 in Surabaya is consisted of 50 respondents.  Sample decision used survey method.  Data analysis technique used Partial Least Square (PLS) by software SMART PLS and SPSS 13.0 From the results of the analysis note that 1)  there is significant influence between Job instability with job performance and has negative influence,  2)  there is significant influence between Job instability with job stress and has positive influence,  3)  there is significant influence between job stress with job performance and has negative influence 

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