scholarly journals Kompensasi, Iklim Organisasi, Dan Kepuasan Kerja Terhadap Kinerja Karyawan PT. PEB

2017 ◽  
Vol 2 (2) ◽  
Author(s):  
Sri Langgeng Ratnasari ◽  
Gandhi Sutjahjo
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Organizational Climate ◽  
Indirect Effect ◽  
Compensation Effect ◽  
Employee Performance ◽  
Path Coefficient ◽  
Influence Coefficient ◽  
Direct Influence ◽  
Statistical Software

            This reserach aims to effect of compensation, organizational climate, job satisfaction on employee performance of PT. PEB. This research uses 85 employees of PT. PEB as the study sample. The data analyzed using “Path Analysis” path by using statistical software SPSS 16.0. The research results are: Compensation direct and significant effect on job satisfaction with path coefficient of 0.387, and significant at the 0.000 Sig probability, ≤ α = 0.05, Organizational climate has direct and significant effect on job satisfaction with the value of the path coefficient amounted to 0.512, and significant at the 0.000 probability Sig, ≤ α = 0.05, job satisfaction is directly and significantly impact on performance with the path coefficient of 0.648, and significant at the 0.000 Sig probability, ≤ α = 0.05, the compensation effect indirectly to job performance through job satisfaction and the indirect effect coefficient> direct influence (p31 x p43> p41) ie 0.329> 0.078, organizational climate indirectly influence on employee performance through job satisfaction and indirectly influence coefficient> influence directly (p32 x p43> p42) ie 0.332> 0.179.

scholarly journals Pengaruh Kepuasan Kerja Terhadap Kinerja Karyawan Dengan Organizational Citizenship Behavior (OCB) Sebagai Variabel Intervening

2021 ◽  
Vol 5 (1) ◽  
pp. 22
Author(s):  
Teguh Wicaksono ◽  
Muhammad Gazali
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Indirect Effect ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Citizenship Behavior ◽  
Path Coefficient ◽  
Analysis Method ◽  
Study Population

This study aims to examine and analyze the effect of job satisfaction on organizational citizenship behavior, both on the direct and indirect effect on employees of favehotel Ahmad Yani Banjarmasin. This study uses an explanatory research method with a quantitative approach. The data analysis method used is descriptive analysis and path analysis. The study population was all employees of favehotel ahmad yani Banjarmasin and a sample of 67 respondents. The results of this study indicate that Job Satisfaction has a significant effect on Organizational Citizenship Behavior with a path coefficient value of 0.604. Organizational Citizenship Behavior has a significant effect on employee performance with a path coefficient value of 0.320. Job Satisfaction has a significant effect on Employee Performance with a path coefficient value of 0.280. Organizational Citizenship Behavior does not mediate job satisfaction on employee performance with a direct effect value that is greater than the indirect effect.

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

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.

scholarly journals Pengaruh Budaya Organisasi dan Motivasi Terhadap Kinerja Karyawan Melalui Kepuasan Kerja Sebagai Variabel Intervening Studi Kasus Pada PT Karya Mekar Dewatamali di Kota Jombang

1970 ◽  
Vol 26 (1) ◽  
pp. 43
Author(s):  
Dwi Danesty Deccasari
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Indirect Effect ◽  
Employee Performance ◽  
Sampling Technique ◽  
Direct Influence ◽  
Purposive Sampling ◽  
Performance Variable ◽  
Intervening Variables

The purpose of this study is to examine and analyze the influence of organizational culture and motivation on employee performance, examine and analyze organizational culture and motivation on employee performance through job satisfaction as an intervening variable. This research was conducted at PT Karya Mekar Dewatamali Jombang. The number of respondents as many as 60 respondents. This study used a purposive sampling technique. It can be concluded that simultaneously or together, Organizational Culture (X1), Motivation (X2) and Job Satisfaction (Z) on Performance (Y). Moreover, this research also shows that each variable has an influence on the performance variable partially. It states that a good organizational culture will directly make employee performance good without paying too much attention to job satisfaction. The effect of Motivation variable (X2) on Employee Performance (Y) directly is 0.529 while the indirect effect is 0.054. And also, the direct influence of Motivation on Employee Performance is greater than the indirect effect (through intervening variables of job satisfaction).

The Influence of Psychological Contract and Organizational Commitment on Hospitality Employee Performance

2013 ◽  
Vol 41 (3) ◽  
pp. 443-452 ◽  
Author(s):  
Pei-Ling Tsui ◽  
Yi-Shyuan Lin ◽  
Tung-Han Yu
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Indirect Effect ◽  
Psychological Contract ◽  
Latent Variables ◽  
Structural Model ◽  
Employee Performance ◽  
Hospitality Employee

Our purpose in this study was to identify the determinants of employee performance at international hotels in Taiwan. We developed a comprehensible structural model consisting of 4 latent variables and 16 indicators, in order to build a complete and integrated picture of the relationships among job satisfaction, psychological contract, organizational commitment, and job performance. Participants were 361 employees at chain international hotels in Taiwan. The results indicate that there is a significant indirect effect of job satisfaction on job performance which is mediated by psychological contract and organizational commitment. Suggestions for researchers and practitioners in the field are provided.

PENGARUH MOTIVASI, KEDISIPLINAN, KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP KEPUASAN KERJA, KOMITMEN ORGANISASI SERTA KINERJA PEGAWAI (STUDI DI DINAS PERDAGANGAN TENAGA KERJA KOPERASI USAHA KECIL DAN MENENGAH KABUPATEN KARANGANYAR)

EXCELLENT ◽  
2018 ◽  
Vol 5 (1) ◽  
pp. 66-83
Author(s):  
Eny Widyastuti
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Path Analysis ◽  
Significant Influence ◽  
Indirect Effect ◽  
Employee Performance ◽  
Hypothesis Test ◽  
Direct Influence ◽  
Linearity Test

The purpose of this study was to find out empirically influences of motivation, discipline, leadership, organizational culture to job satisfaction and organizational commitment, and influences of motivation, discipline, leadership, organizational culture, job satisfaction and organizational commitment to employee performance in the Dinas Perdagangan Tenaga Kerja Koperasi Usaha Kecil dan Menengah of Karanganyar Regency. The technique of sampling that used in this study was sampling method.The sample that used in this research was 51 respondents. The data collecting technique used observation and questionnaire. The data analytical technique used instrument research test such as validity and reliability tests; linearity test; hypothesis test such as path analysis, t test, F test, coefficient determination and coefficient correlation tests. The instrument test result showed that all of instruments were valid and reliable. The hypothesis result of this study showed that: Motivation had positive and significant influence on job satisfaction, while discipline, leadership and organizational culture had positive but insignificant influence on job satisfaction. Motivation and organizational culture had positive and significant influence on organizational commitment, while leadership had positive but insignificant influence on organizational commitment, and discipline had negative but insignificant influence on organizational commitment. Motivation, leadership, organizational culture and job satisfaction had positive and significant influence on performance, while discipline and organizational commitment had positive but insignificant influence on performance. Motivation, discipline, leadership, organizational culture, job satisfaction and organizational commitment simultaneously are significant influence to employee performance in the Dinas Perdagangan Tenaga Kerja Koperasi Usaha Kecil dan Menengah of Karanganyar Regency. The result of path analysis showed that the direct influence of motivation to performance was more effective rather than the indirect effect both through job satisfaction and organizational commitment. The direct influence of discipline to performance was more effective rather than the indirect effect both through job satisfaction and organizational commitment. The direct influence of leadership to performance was more effective rather than the indirect effect both through job satisfaction and organizational commitment. The direct influence of organizational culture to performance was more effective rather than the indirect effect both through job satisfaction and organizational commitment. Job satisfaction as the variable of intervening in this study was unable to mediate influence of motivation, discipline, leadership and organizational culture variables to performance. Organizational commitment as the variable of intervening in this study was unable to mediate influence of motivation, discipline, leadership and organizational culture variables to performance. The direct influence of leadership to performance was the most dominant path which affected performance. The total effect of leadership to performance through job satisfaction was the most dominant total influence that affected performance.Keywords:        Motivation, discipline, leadership, organizational culture, job satisfaction, organizational commitment and performance.

Effect of Compensation and Work Environment on Employee Performance with Employee Job Satisfaction as an Intervening Variable

2018 ◽  
Vol 9 (03) ◽  
pp. 20553-20562
Author(s):  
Putu Ayu Diah Juliarti ◽  
Anak Agung Putu Agung ◽  
I Nengah Sudja
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
High Performance ◽  
Employee Performance ◽  
Statistical Tests ◽  
Path Coefficient ◽  
Significant Positive Effect ◽  
Organizational Goals ◽  
Record Keeping ◽  
Positive Effect

An employee who has a high performance and better able to support the achievement of the goals and objectives set by the company. Employees can work well if you have a high performance that can produce good work anyway. With the high- performance that employees, is expected to achieve organizational goals. This study examines the effect of compensation and work environment on employee performance with job satisfaction to be intervening variable. Data on compensation, work environment, job satisfaction, and employee performance obtained through observation, record keeping and questioner with respondents. The data obtained are then analyzed using Partial Least Squares (PLS). Statistical tests results showed  (1) the compensation proved significant positive effect on job satisfaction the path coefficient of 0.434 and T-Stats for 4.880, (2) work environment proved to be a significant positive effect on job satisfaction the path coefficient of 0.434 and T-Stats for 4.074, (3) job satisfaction proved to be a significant positive effect on employee performance the path coefficient of 0.264 and T-Stats for 2.458, (4) compensation proved positive and significant effect employee performance the path coefficient of 0.242 and T-Stats for 2.912, (5) work environment proved positive and significant effect employee performance the path coefficient of 0.378 and T-Stats for 3.343. Based on test results obtained statistical results of all variables positive and signicant impact.

scholarly journals PENGARUH DIMENSI DIMENSI IKLIM ORGANISASI TERHADAP KINERJA PEGAWAI DI BADAN KEPEGAWAIAN DAERAH PROVINSI NUSA TENGGARA BARAT

2019 ◽  
Vol 9 (1) ◽  
Author(s):  
Muhammad Amri Fuadi ◽  
Hermanto Hermanto ◽  
Lalu Suparman
Keyword(s):  
Organizational Climate ◽  
Social Environment ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Work Behavior ◽  
Positive Sign ◽  
Path Coefficient ◽  
Observation Data ◽  
Pls Analysis

This research is directed to prove the significance of the influence of organizational climate dimensions in the form of physical environment (X1), social environment (X2) and management system (X3) on the dimensions of employee performance in the form of employee work goals (Y1) and employee work behavior (PKP). There are six hypotheses that are proven through a partial least square (PLS) analysis process. The population of this study (observation data) was 82 BKD NTB employees. Data was collected through questionnaires and all questionnaires returned in accordance with data input needs. Through the outer model stage there are two indicators of the social environment that are issued, namely the relationship of superiors with subordinates (LS1) and colleague relations (LS2) as well as two indicators of employee work behavior, namely commitment (PKP3) and leadership (PKP6). Indicators that are classified as valid get a reinforcement of criteria through the parameter AVE values above 0.50 and include reliable indicators through Cronbach's alpha parameters and composite reliability above 0.70. PLS analysis through the inner model stage found that all dimensions of the organization's climate have a positive influence (positive sign of the path coefficient) on the dimensions of employee performance.Keywords : Organizational Climate Dimensions and Employee Performance Dimensions.

scholarly journals Pengaruh Kompensasi Terhadap Kinerja Karyawan yang di Mediasi Kepuasan Kerja pada PT ISS Cikarang

2020 ◽  
Vol 4 (1) ◽  
pp. 238-247
Author(s):  
Suwandi Suwandi ◽  
Mahbub Mandahuri
Keyword(s):  
Job Satisfaction ◽  
Quantitative Methods ◽  
Employee Performance ◽  
Sampling Technique ◽  
Positive Influence ◽  
Path Coefficient ◽  
Analysis Tool ◽  
Analysis Method ◽  
Online Surveys ◽  
The Relationship

The purpose of this study is to determine whether there is an effect of compensation on job satisfaction mediated by job satisfaction. The object of research at PT ISS Cikarang. The research was conducted using quantitative methods with SEM Smart PLS software as an analysis tool. The number of samples obtained by using a random sampling technique using the Slovin formula totaled 97 respondents. Data collection was carried out using google form in filling out online surveys. The data analysis method used is the R-square test, Bootstrapping, Path Coefficient, and Specific indirect effects. The results of this study indicate that compensation has an effect on employee performance, compensation has a positive and significant effect on job satisfaction, job satisfaction affects employee performance, job satisfaction is able to provide a positive influence in mediating the relationship between compensation and employee performance in PT ISS Cikarang.

scholarly journals Influence of Leadership and Organizational Climate on Employee Performance with Job Satisfaction as Intervening Variable at Denpasar National Polytechnic

2020 ◽  
Vol 11 (01) ◽  
pp. 21718-21728
Author(s):  
Ida Bagus Putra Manuaba ◽  
I Wayan Sujana ◽  
I Wayan Widnyana
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Sampling Method ◽  
Employee Performance ◽  
Related Data ◽  
Employee Job Satisfaction ◽  
Saturated Sample ◽  
Study Population ◽  
Permanent Employees

This study was conducted at the Denpasar National Polytechnic, as obtained related data the performance of employees who experience fluctuations, so factors that will affect the performance of PND employees will be investigated, namely leadership and organizational climate mediated by job satisfaction. The study population was all permanent employees at the 32nd Denpasar National Polytechnic. The sampling method uses the census method or saturated sample, so the number of respondents is 32 people. Based on the results of research and related discussions can be concluded: Leadership has a positive and significant effect on employee performance at the Denpasar National Polytechnic, organizational climate  positive and significant effect on employee performance at the Denpasar National Polytechnic, Leadership has a positive and significant effect on employee job satisfaction at the National Polytechnic Denpasar, organizational climate has a positive and significant effect on job satisfaction of employees of the National Polytechnic Denpasar, Job satisfaction has a positive and significant effect on employee performance at the Denpasar National Polytechnic, Leadership has a positive and significant effect on employee performance with job satisfaction as an intervening variable on the Denpasar National Polytechnic. Organizational climate has a positive and significant effect on employee performance with job satisfaction as an intervening variable in the Denpasar National Polytechnic

Thwarted psychological needs: the negative impact of customer mistreatment on service employees and the moderating role of empowerment HRM practices

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jiuming Chen ◽  
Haiying Kang ◽  
Ying Wang ◽  
Mingjian Zhou
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Negative Impact ◽  
Employee Performance ◽  
Well Being ◽  
Psychological Needs ◽  
Basic Psychological Needs ◽  
Cross Sectional ◽  
Content Type ◽  
Hrm Practices

PurposeDrawing on self-determination theory (SDT), this study aims to understand the adverse effects of customer mistreatment on employee performance and well-being by thwarting the satisfaction of employees' basic psychological needs. It also examines how these negative effects may be mitigated by empowerment human resource management (HRM) practices.Design/methodology/approachTwo studies were conducted using survey data collected in China. In Study 1, cross-sectional data from 321 telemarketing employees were analyzed to examine how customer mistreatment reduces the satisfaction of employees' basic psychological needs, harming job performance and job satisfaction. In Study 2, multiwave, multisource data were collected from 149 property agents and their supervisors to replicate the findings of Study 1 and further test empowerment HRM as a moderator of the relationship between customer mistreatment and satisfaction of needs.FindingsThe results from both studies show that customer mistreatment leads to low job performance and job satisfaction via reduced satisfaction of employees' needs for autonomy and competence but not relatedness. Moreover, the negative effect on the satisfaction of employees' needs for autonomy and competence was buffered when organizations had high empowerment HRM practices in place.Originality/valueThis study provides new insights on customer mistreatment by understanding its effects from a motivational perspective, which has not been considered in prior research. It also explores how HRM practices can help satisfy employee needs in adverse work environments induced by customer mistreatment.

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