scholarly journals ANALISIS EFEKTIVITAS KINERJA KARYAWAN PERUSAHAAN PEMBIAYAAN PT. ADIRA CABANG DENPASAR 1 BERDASARKAN PENGARUH KEPEMIMPINAN DAN LINGKUNGAN KERJA

2019 ◽  
Vol 1 (2) ◽  
pp. 77-89
Author(s):  
Ni Wayan Cahya Ayu Pratami
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Common Good ◽  
Positive Impact ◽  
Employee Performance ◽  
Statistical Tests ◽  
Positive Influence ◽  
Partial Least Square ◽  
Least Square ◽  
The Relationship

Good human resource management in a company not only imposes leadership power on its employees, but how a leader can also wisely receive complaints or suggestions conveyed by his employees for the common good, so that employees feel at home and comfortable while working improving employee performance is through improvements in leadership and work environment. These improvements are expected to foster job satisfaction for employees. Increased job satisfaction is also expected to have an impact on increasing the performance of employees themselves. Leadership and work environment have an influence on job satisfaction and employee performance in the finance company PT. Adira Denpasar 1 Branch, involving a number of respondents. Respondent data will be processed using the Partial Least Square (PLS) method through the Smart PLS 2.0 M3 program. The results found that leadership has a positive impact on job satisfaction but the relationship does not have a significant effect while the work environment has a significant and positive influence on performance, and job satisfaction has a positive impact on performance but does not have a significant effect. The results of statistical tests that show no significance are caused by indicators of lack of leaders in carrying out their roles in carrying out their duties and ordering their employees to achieve goals.

The Influence of Leadership Style, Work Environment on Job Satisfaction and Employee Performance at PT. Khrisna Multi Lintas Cemerlang

2018 ◽  
Vol 9 (03) ◽  
pp. 20544-20552
Author(s):  
Ni Putu Rista Kusumadewi ◽  
I Nengah Sudja ◽  
I Wayan Sujana
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Leadership Style ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square ◽  
High Knowledge ◽  
Research Population

This study aims to examine and analyze the relationship between leadership style, work environment, job satisfaction and employee performance. This research was conducted at PT. Khrisna Multi Lintas Cemerlang with the research population were all employees who work in the company. All data obtained from questionnaires were suitable for use, then were analyzed by using structural equation model based on variant analysis which is known as Partial Least Square (PLS). The result of this research shows that the leadership style has positive and significant effect on employee performance, the work environment has positive and significant effect on employee performance, the leadership style has positive and significant effect on job satisfaction, the work environment has positive and significant effect on job satisfaction and job satisfaction has positive and significant on employee performance. The implication of this research was that the leadership needs to give freedom to subordinate to express their opinions, the workplace air temperature was well regulated, the work that was charged according to the ability and expertise, always guided by the company standard in carrying out each task and the employee has high knowledge in solving problem

scholarly journals Effect Of Compensation, Environment and Leadership Style On Employee Spirit and Performance Through Motivation

2021 ◽  
Vol 7 (1) ◽  
pp. 1-20
Author(s):  
Muhammad Yani
Keyword(s):  
Work Environment ◽  
Leadership Style ◽  
Work Motivation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Employee Morale ◽  
And Performance ◽  
The Relationship

This study aims to examine the effect of compensation, environment and leadership style on employee morale and performance through study motivation at PT. EX. This study used a sample of 95 respondents, namely employees of the production section of PT. EX. which is taken using non-probability sampling techniques from the population or production employees. The data analysis technique used the Structural Equation Modeling (SEM) Partial Least Square (PLS) approach using the Smart PLS version 3.0 software. The results showed that: Compensation and work environment have a positive and significant effect on work motivation, compensation and work environment have a positive and significant effect on morale, work motivation has a positive and significant effect on employee performance and employee morale. Leadership style has no effect on work motivation, employee performance and morale. Compensation and work environment have no effect on employee performance. Compensation has a positive and significant effect on employee performance through work motivation, work environment has a positive and significant effect on employee performance through work motivation, compensation has a positive and significant effect on work motivation through work motivation, the environment has a positive and significant effect on morale through work motivation. In addition, motivation cannot mediate the relationship between leadership style and employee performance, and motivation cannot mediate the relationship between leadership style and morale.

scholarly journals PENGARUH LINGKUNGAN KERJA, KETERLIBATAN KERJA DAN KOHESIVITAS DALAM KELOMPOK KERJA TERHADAP KINERJA KARYAWAN DENGAN ASPEK KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI PADA KANTOR PELAYANAN PERBENDAHARAAN NEGARA (KPPN) PURWOREJO

Performance ◽  
2017 ◽  
Vol 24 (1) ◽  
pp. 32
Author(s):  
Eri Sulistyorini
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Indirect Effect ◽  
Working Group ◽  
Employee Performance ◽  
Sampling Technique ◽  
Job Involvement ◽  
Partial Least Square ◽  
Least Square ◽  
Group Cohesiveness

The research is titled “Effect of Work Environment,  Job Involvement and Cohesiveness within the Working Group on Employee Performance with Aspects of Job Satisfaction as a Mediating Variable in KPPN Purworejo”. The aims of research are to find out and to analyze the effect of work environment,  job involvement and cohesiveness within the working group on employee performance with aspects of job satisfaction as a mediating variable. The method of research is survey with sampling technique uses non probability sampling by saturation sampling. Population from the research is all of employement KPPN Purworejo, it is known that sample size of this research is 35 respondents. Based on the result of research analysis data using Partial Least Square (PLS) indicated that :(1) Work Environment has positive and significant effect on employees job satisfaction KPPNPurworejo. (2) Work involvement has positive but no significant effect on employees job satisfaction KPPN Purworejo. (3) Group Cohesiveness has positive and significant effect on employee job satisfaction KPPN Purworejo. (4) Group Cohesiveness has positive and significant effect on employee performance KPPN Purworedjo. (5) Job Satisfaction has positive and significant effect on employee performance KPPN Purworejo. (6) Cohesiveness in Group directly affect employee performance , but also indirect effect on employee performance with mediated Job Satisfaction . It turns out that the direct effect coefficient 0.398 is greater than the indirect effect is 0.150 . So the results of the above analysis it can be concluded that job satisfaction is only partially mediates the relationship between Group Cohesiveness in the Employee Performance .

scholarly journals The Influence of Work Environment and Perceived Organizational Support on the Employee Performance of PT Y in Surabaya with Employee Engagement as an Intervening Variable

2021 ◽  
Vol 21 (1) ◽  
pp. 35-51
Author(s):  
Audina Anggraini ◽  
Hermien Tridayanti ◽  
Elok Damayanti
Keyword(s):  
Work Environment ◽  
Employee Engagement ◽  
Organizational Support ◽  
Indirect Effect ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Statistical Tests ◽  
Partial Least Square ◽  
Least Square ◽  
Study Population

This study aims to determine the influence of work environment and perceived organizational support on the employee’s performance of PT Y in Surabaya, both directly or indirectly with employee engagement as an intervening variable. This research is a quantitative study. Population and sample based on the distribution of questionnaires to the performance of the employees of PT Y in Surabaya was taken as many as 30 respondents. Data collection techniques used interviews, observations, and questionnaires. For statistical tests and the processing of data is carried out by using the partial least square (Smart PLS 3.0). The study showed that each variable, work environment and perceived organizational support had a direct significant influence on employee performance and employee engagement. Work environment had a direct significant effect on employee performance with a t-statistical value of 2.136 greater than the indirect effect through employee engagement as an intervening variable with a t-statistics value of 1.454. While perceived organizational support had a direct effect on employee performance with t-statistics of 2.550 is greater when compared to the indirect effect through employee engagement as an intervening variable with t-statistics 2.042.

scholarly journals Exploration of Leadership, Organizational Culture, Job Satisfaction, and Employee Performance

2020 ◽  
Vol 6 ◽  
pp. 116-130
Author(s):  
Purwadi ◽  
Dio Caisar Darma ◽  
Widya Febrianti ◽  
Dedy Mirwansyah
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Quantitative Data ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Department Of Transportation ◽  
Independent Variables ◽  
And Performance ◽  
The Relationship

The purpose of the organization is to obtain maximum results and also pay attention to performance in the process of these objectives. The description of the research aims to explore the relationship between leadership and organizational culture on job satisfaction and employee performance. The independent variables of this research are leadership and organizational culture. Meanwhile, job satisfaction and performance are included in the dependent variable. This research was conducted at the Department of Transportation (Samarinda City) consisting of 83 respondents. Research is descriptive and quantitative. Data collection by questionnaire by testing the leadership and organizational culture on performance and moderated by the variable job satisfaction. Data analysis uses the Partial Least Square (PLS) technique. Empirical findings indicate that leadership and organizational culture have a positive and significant effect on job satisfaction. Leadership and organizational culture have a positive and significant impact on performance. On one hand, the results of the study also showed that job satisfaction had a negative and not significant effect on performance. Researchers who have a focus on the variables in this study, in order to be able to use the criteria for selecting more respondents and more detailed in the future.

PENGARUH LINGKUNGAN KERJA DAN BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI YANG DIMEDIASI OLEH KEPUASAN KERJA (STUDI PADA RSUD KABUPATEN KONAWE KEPULAUAN

2021 ◽  
Vol 4 (3) ◽  
pp. 145
Author(s):  
Muhammad Farih ◽  
Endro Sukotjo ◽  
La Ode Bahana Adam
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Work Environment ◽  
District Hospital ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Survey Method ◽  
Research Approach ◽  
Study Population

The purpose of this study is to explain the influence of the Work Environment and Organizational Culture on Employee Performance Mediated by Job Satisfaction. The research approach used was a survey method, data collection was carried out using an instrument in the form of a questionnaire. The study population was all 60 people of the Konawe Kepulauan District Hospital, because the population was relatively small, all of the population became respondents. The analytical tool used in testing the hypothesis is Partial Least Square (PLS)The results of this study indicate that the work environment has a positive and significant effect on job satisfaction, organizational culture has a positive and significant effect on job satisfaction, the work environment has a positive and significant effect on employee performance, organizational culture has a positive but not significant effect on employee performance, and job satisfaction. positive and significant effect on employee performance. Thus job satisfaction mediates the influence of the work environment and organizational culture on employee performance.

scholarly journals ANALISIS KINERJA: TRAINING, LINGKUNGAN KERJA, BUDAYA ORGANISASI DAN KEPUASAN KERJA

2019 ◽  
Vol 27 (2) ◽  
pp. 147-174
Author(s):  
Rifan Prasetyo ◽  
Titik Nurbiyati
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Work Environment ◽  
Employee Performance ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Significant Positive Effect ◽  
Indirect Influence ◽  
Positive Effect

The purpose of this study is to test training, employee environment, and organizational culture on employee performance with satisfaction as an intervening variable. using a quantitative approach, the data of this study were collected from 100 employees Sekretariat Badan Pelatihan dan Pendidikan Keuangan Jakarta. The sampling technique used was random sampling. Partial Least Square (PLS) is used to test the hypothesis in this study by using SmartPLS 3.0. The results of this study found that there is a significant positive effect of training on employee performance, there is a significant positive effect of the work environment on employee performance, and there is a significant positive effect of organizational culture on employee performance. then, there is a significant positive effect on job satisfaction, there is a work environment that has a significant positive effect on job satisfaction, there is a significant positive organizational culture on job satisfaction, and there is a positive job satisfaction on employee performance. besides, it was found that the direct effect of training on employee performance was greater than the indirect effect of training on job satisfaction, there was a work environment that directly affected employee performance greater than the indirect influence of the work environment on job satisfaction, and there was an influential organizational culture directly on employee performance is greater than the indirect influence of organizational culture on job satisfaction.

scholarly journals The Role of Motivation in Mediating the Effect of Competence and Leadership on Employee Performance in Outpatient Poly Installation of Wing Amerta RSUP Sanglah Denpasar

2020 ◽  
Vol 7 (2) ◽  
pp. 73-79
Author(s):  
Eka Suardika
Keyword(s):  
Significant Influence ◽  
Employee Performance ◽  
Positive Influence ◽  
Partial Least Square ◽  
Least Square ◽  
Leadership Motivation ◽  
And Performance ◽  
The Relationship ◽  
Positive Effect

Performance is the performance of work or output (output) both quality and quantity. The purpose of this study is to analyze the role of motivation in mediating the influence of competence and leadership on the employee performance of Wing Amerta Installation Sanglah Denpasar Hospital, the respondents are all 50 outpatient personnel, the data collected related to competence, leadership, motivation and performance. Analyzer used in this research PLS (Partial Least Square). The result of this research has positive and significant influence on motivation, leadership has positive influence on motivation and significance, positive competence to performance, and the relationship is significant, competence has positive effect on motivation and relationship is significant, motivation has positive effect on performance and relationship is significant, motivation is partial mediation between Competence to performance, and motivation is the perfect mediation between Leadership on performance

scholarly journals The Effects of the Intrinsic Motivation and Extrinsic Motivation on Employee Performance with Job Satisfaction as an Intervening Variable at PT. Alwi Assegaf Palembang

MBIA ◽  
2021 ◽  
Vol 20 (1) ◽  
pp. 18-31
Author(s):  
Muhammad Yusuf
Keyword(s):  
Job Satisfaction ◽  
Intrinsic Motivation ◽  
Extrinsic Motivation ◽  
Employee Performance ◽  
Positive Influence ◽  
Partial Least Square ◽  
Least Square ◽  
Employee Job Satisfaction ◽  
Questionnaire Method ◽  
Positive Effect

This study aimed to examine and analyze the effects of intrinsic motivation and extrinsic motivation on the performance of employees with job satisfaction as an intervening variable at PT. Alwi Assegaf Palembang. The number of respondents was 51 people. The data were collected using a questionnaire method with a Likert scale. They were examined and analyzed using the Smart-partial least square. Furthermore, the intrinsic motivation variable showed a significant positive influence on employee performance, but the extrinsic motivation variable did not have a significant influence on the performance of the employees. Job satisfaction was not an intervening influence between intrinsic motivation and employee performance and between extrinsic motivation and employee performance. The results showed that intrinsic motivation and extrinsic motivation had a significant positive effect on employee job satisfaction. The effect of the intrinsic motivation on the performance was significantly positive, while the extrinsic motivation was not significantly positive on the performance. In this study, job satisfaction was not an intervening variable between the intrinsic and extrinsic motivations on the performance.   Abstrak Penelitian ini bertujuan untuk menguji dan menganalisis pengaruh motivasi intrinsik dan motivasi ekstrinsik terhadap kinerja karyawan dengan kepuasan kerja sebagai variable intervening pada PT. Alwi Assegaf Palembang. Responden dalam penelitian ini berjumlah 51 orang. Data dalam penelitian ini diperoleh dengan menyebarkan kuisioner berupa pertanyaan dengan menggunakan skala Likert. Data dianalisis dengan smart-partial least square. Hasil penelitian menunjukkan bahwa motivasi intrinsic dan motivasi ekstrinsik berpengaruh positif signifikan terhadap kepuasan kerja karyawan. Pengaruh motivasi intrinsik terhadap kinerja adalah positif signifikan, sedangkan motivasi ekstrinsik menunjukkan tidak ada pengaruh signifikan positif terhadap kinerja. Kepuasan kerja bukan merupakan variabel intervening antara motivasi intrinsik dan ekstrinsik terhadap kinerja dalam penelitian ini. Kata kunci: Motivasi Intrinsik, Motivasi Ekstrinsik, Kepuasan Kerja, Kinerja

scholarly journals The Effects of Leadership, Competence, and Organizational Culture on Employee Performance Mediated By Employee Satisfaction

2021 ◽  
Vol 3 (2) ◽  
pp. 332-346
Author(s):  
Triono Nugroho ◽  
Anita Erari ◽  
Sandra Sukmaning Adji
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square ◽  
Leadership Competence ◽  
Relationship Of ◽  
The Relationship

Improving employee performance is an important and mandatory thing to be realized, especially in local government organizations. This study aims to determine and analyze the influence of leadership, competence and organizational culture on employee performance mediated by employee job satisfaction. This research was conducted on the employees of the Department of Investment and One Stop Services (DPMPTSP) of Yapen Islands Regency with a population of 32 employees, where all employees were used as samples. The independent variables in this study are leadership, competence and organizational culture, while the dependent variable is employee performance mediated by job satisfaction. The research data was obtained by distributing questionnaires and then measuring the variables using a Likert scale. Furthermore, the data were analyzed using a Structural Equation Model (SEM) approach based on Partial Least Square (PLS), namely Smart-PLS version 3. The results showed that: 1) leadership had no significant effect on employee performance, but had a significant effect on job satisfaction; 2) competence has a significant effect on employee performance, but is not significant in influencing job satisfaction; 3) organizational culture has a significant effect on employee performance and job satisfaction; 4) job satisfaction has a significant effect on employee performance; 5) job satisfaction can mediate the relationship of leadership to employee performance, but cannot mediate the relationship of competence and organizational culture to employee performance.

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