scholarly journals Daya Inovasi Pada Kinerja Karyawan

2021 ◽  
Vol 1 ◽  
pp. 143-152
Author(s):  
Ferri Kuswantoro
Keyword(s):  
Job Satisfaction ◽  
Employee Performance ◽  
Team Work ◽  
Significant Positive Effect ◽  
Employee Job Satisfaction ◽  
Managerial Training ◽  
Main Support ◽  
The Relationship ◽  
Positive Effect

Innovation is the main support especially in improving employee performance. Many studies had explained the importance of managerial training and team work in pursuing growth. However, studies that explained how the role of innovation in driving the relationship between training and teamwork on employee job satisfaction are rare. The purpose of this research is to examine the role of innovativeness in driving the relationship between training and team work on employee job satisfaction. Using a sample of 165 respondents with questionnaire from employees in general supported by AMOS version 24 the results of the study showed that there was a significant positive effect between teamwork on the innovativeness and employee job satisfaction. There was a significant positive effect between the relationship of innovativeness on employee job satisfaction but there was no significant positive effect between managerial training on the innovativeness and employee job satisfaction. The final result indicated that the innovativeness partially mediated a significant positive relationship between teamwork and employee job satisfaction.

scholarly journals Pengaruh Komunikasi Dan Hubungan Industrial Terhadap Kepuasan Kerja Karyawan Pada Hotel Fave Petitenget Kabupaten Badung Bali

2020 ◽  
Vol 1 (2) ◽  
pp. 23-44
Author(s):  
I Ketut Merta ◽  
Anak Agung Elik Astari ◽  
Ni Kadek Ernawati Kertagam
Keyword(s):  
Job Satisfaction ◽  
Industrial Relations ◽  
Research Result ◽  
Positive Influence ◽  
Significant Positive Effect ◽  
Significance Level ◽  
Employee Job Satisfaction ◽  
Result Analysis ◽  
Positive Effect

In the research result, analysis and discussion about the problem of influence between independent variable and dependent by using methodology of multiple regression analysis, the number of respondents 78 people from the total population, can be explained as follows: Communication Variables (X1) partially significant effect on variable Satisfaction employee work (Y). With the t test on the Communication variable produces: t count of 3.202 and significance of 0.002. t arithmetic 3.202 t table whose value is 1.663 with significance level 0.173 0.05, it can be seen that the hypothesis that Communications have a significant positive effect on employee job satisfaction. So that communication take the role of doniman in employee job satisfaction. Variable of Industrial Relations (X2) partially significant result t count equal to 5,349 and significance equal to 0,000. t count 5.349 t table whose value is 1.663 with significance level 0.173 0.05, it can be seen that the hypothesis expressing industrial relations have a significant positive effect on employee job satisfaction, this proves industrial relations run harmonious .. Hypothesis accepted by t arithmetic 1.377 t table 0.663, then the hypothesis which states that there is a significant positive influence between communication and industrial relations with employee job satisfaction. With the good relationship to the two variables so that employee job satisfaction can run well, further research can be done on other occasions with variables outside this research.

scholarly journals PERAN KOMITMEN ORGANISASIONAL DALAM MEMEDIASI PENGARUH KEPUASAN KERJA TERHADAP KINERJA KARYAWAN KRISNA OLEH - OLEH

2019 ◽  
Vol 8 (11) ◽  
pp. 6825
Author(s):  
I Ketut Edy Mardyana ◽  
I Gede Riana
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Performance ◽  
Mediating Role ◽  
Employee Job Satisfaction ◽  
Saturated Sample ◽  
And Performance ◽  
Sample Method ◽  
Positive Effect

Job satisfaction and organizational commitment can increase employee performance which affects achievement of company goals. The purpose of this study to determine mediating role of organizational commitment on work satisfaction and performance of employees of Krisna by Typical Bali I. The population of this study were 55 people, with a saturated sample method. Data collection through questionnaires and interviews, analyzed by SEM - PLS. The test results shows job satisfaction has significant positive effect on employee performance, job satisfaction has positive significant effect on organizational commitment, organizational commitment has negative significant effect on employee performance, organizational commitment has  positive significant effect in mediating the effect of job satisfaction on employee performance. The company is expected to increase employee job satisfaction in order to increase employee commitment to the company so that employee performance will increase. This can be realized by treating employees well, giving awards to employees with good performance Keywords: job satisfaction, organizational commitment, employee performance

scholarly journals Effect of training and compensation of employee performance medicated by job satisfaction

2019 ◽  
Vol 6 (6) ◽  
pp. 95-103
Author(s):  
Komang Richa Diah Diliantari ◽  
I Gst. A. Manuati Dewi
Keyword(s):  
Job Satisfaction ◽  
Employee Performance ◽  
Knowledge And Skills ◽  
Operational Conditions ◽  
Employee Job Satisfaction ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect ◽  
Research Analysis

The purpose of this study was to determine the impact of training and compensation on employee performance through employee job satisfaction by using 125 respondents as a basis for research analysis. The results showed that training and compensation had a significant positive effect on employee performance and job satisfaction is known to mediate the relationship of training on employee performance and compensation on employee performance at Belmond hotel partially. The findings in this study provide the implication that to improve employee performance in order to achieve the company's expected targets, the things that need to be considered in terms of job satisfaction with performance is the way employees can see opportunities and rewards, the nature of the job itself, supervision or supervisor, benefits, operational conditions of employees, and coworkers as a positive incentive to work. Improvements in knowledge and skills relevant to the work in each department as well as experienced in the training also need to be considered. Increasing compensation for salaries, benefits and incentives can increase their understanding of satisfaction with work results achieved by an employee.

scholarly journals Examining the effect of internal branding on employee performance: Job satisfaction and employee engagement as mediation variables

2021 ◽  
Vol 3 (4) ◽  
pp. 01-12
Author(s):  
Yohana Latifah ◽  
Muafi Muafi
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Employee Engagement ◽  
High Performance ◽  
Employee Performance ◽  
Sample Collection ◽  
Internal Branding ◽  
The Relationship ◽  
Positive Effect

The role of resources is very vital, especially during a pandemic like this. Human resources are reliable and ready to answer challenges and ready to provide services. With a situation like this, it is possible for the organization to change its strategy to survive. For this reason, human resources are needed, who have high performance to realize the goals of the organization. The aim of our research is to find out the effect of internal branding on employee performance with employee engagement and job satisfaction as a mediating variable. The population in this study were all lecturers at AMIKOM University Yogyakarta. Sample collection was done randomly. The sample was collected using a google form, and the data collected were 119 respondents. Data analysis in this study used the PLS-SEM method. The results of this study prove that the internal branding variable has a positive effect on employee engagement. Internal branding also has a positive effect on job satisfaction. Employee engagement has a positive effect on employee performance. Job satisfaction has a positive effect on employee performance. As a mediator, employee engagement also has a positive effect on the pattern of internal branding relationships and employee performance. Likewise, job satisfaction also has a positive effect on the relationship between internal branding and employee performance.

scholarly journals Leadership Effect and Work Motivation to Employee's Performance with Work Satisfaction as a Mediation Variable (Study in the Denpasar City Regional Agency)

2019 ◽  
Vol 10 (02) ◽  
pp. 21385-21394
Author(s):  
Wayan Gede Wijaya ◽  
I Ketut Setia Sapta ◽  
Anak Agung Putu Agung ◽  
I Nengah Sudja
Keyword(s):  
Job Satisfaction ◽  
Work Motivation ◽  
Employee Performance ◽  
Work Satisfaction ◽  
Significant Positive Effect ◽  
Research Results ◽  
Employee Job Satisfaction ◽  
Insignificant Effect ◽  
Positive Effect ◽  
Validation Testing

This study aims to analyze the influence of leadership, work motivation, on performance mediated job satisfaction. The increase in job satisfaction for employees certainly has an impact on the performance shown. There are differences between employees who have satisfaction with those who don't. Employees who feel satisfaction in their work tend to have a better record of attendance and adherence to regulations. These employees also usually have better achievements than employees who do not have satisfaction in their jobs. Employees who feel satisfied with their work have a greater chance to talk about positive things about their organization, help others and make their performance exceed normal estimates. The sample in this study were 58 employees of the Denpasar City Revenue Agency. Testing of model suitability through validation testing on PLS. Research results show leadership has a positive and significant effect on employee job satisfaction. Work motivation has a positive and significant effect on employee job satisfaction. Leadership has a positive and insignificant effect on employee performance. Work motivation has a positive and significant effect on employee performance. Job satisfaction has a significant positive effect on employee performance.

scholarly journals Job satisfaction moderate in self-leadership on job performance

2019 ◽  
Vol 6 (6) ◽  
pp. 270-277
Author(s):  
I Nyoman Adi Setya Darma ◽  
Ida Bagus Ketut Surya ◽  
I Gusti Made Suwandana
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Significant Positive Effect ◽  
Employee Job Satisfaction ◽  
Research Relationship ◽  
Analysis Technique ◽  
Relationship Of ◽  
Positive Effect ◽  
Research Analysis

The purpose of this study is to analyze the effect of self-leadership on employee job satisfaction and to analyze the role of job satisfaction in moderating the effect of self-leadership on job performance. This study was classified as associative research (relationship) of self-leadership, job performance and job satisfaction at Tjendana Villa Seminyak with 56 respondents. This research analysis technique uses the Moderated Regression Analysis (MRA) Test. The implication of this research can be a company reference to design regulations and policies to improve job satisfaction by taking the Leadership and Job performance that may occur. Based on the results of the research analysis and the results of the discussion, the conclusions of this study are as follows, Self-leadership has a significant positive effect on job performance. Job satisfaction has a significant positive effect on job performance. Job satisfaction strengthens the effect of leadership on job performance.

scholarly journals Pengaruh Organizational Learning Culture Terhadap Employee Performance Dengan Job Satisfaction Sebagai Mediasi

2021 ◽  
Vol 3 (4) ◽  
pp. 962
Author(s):  
Evelyn Angelina ◽  
Yanuar Yanuar
Keyword(s):  
Job Satisfaction ◽  
Organizational Learning ◽  
Data Processing ◽  
Employee Performance ◽  
Sampling Technique ◽  
Learning Culture ◽  
Organizational Learning Culture ◽  
The Relationship ◽  
Positive Effect

This study aims to determine the role of job satisfaction in mediating the relationship between organizational learning culture and employee performance. The subjects studied were the employees at PT XYZ which is an import agent company as well as a complete supplier of factory doors and warehouse needs in Indonesia. The number of samples taken in this study were 85 employees and 15 supervisors who were obtained by distributing questionnaires through google form with Non-probability sampling technique. The collected data is processed using SmartPLS. The results of data processing indicate that organizational learning culture has a positive effect on job satisfaction, job satisfaction has a positive effect on employee performance. However, the function of job satisfaction as a mediating variable in this study was not achieved because the correlation value with mediation is smaller than the value of organizational learning culture which can directly have a positive effect on employee performance. So the employee performance in this study is a partial mediation. Penelitian ini bertujuan untuk mengetahui Peranan Kepuasan Kerja sebagai Mediasi Hubungan antara Budaya Belajar Organisasi dan Kinerja Karyawan. Subjek yang diteliti adalah karyawan pada PT XYZ yang merupakan perusahaan agen import serta penyedia pintu pabrik dan kebutuhan gudang secara lengkap di Indonesia. Jumlah sampel yang diambil pada penelitian ini adalah karyawan dengan jumlah 85 orang dan supervisor 15 orang yang diperoleh dengan menyebar kuesioner melalui google form dengan teknik pengambilan sampel jenuh/sensus. Data yang telah dikumpulkan diolah menggunakan SmartPLS. Hasil dari pengolahan data menunjukkan bahwa budaya belajar organisasi berpengaruh positif terhadap kepuasan kerja, kepuasan kerja berpengaruh positif terhadap kinerja karyawan. Namun, fungsi kepuasan kerja sebagai variabel mediasi pada penelitian ini tidak tercapai karena nilai kolerasi dengan adanya mediasi lebih kecil daripada nilai budaya belajar organisasi yang secara langsung dapat berpengaruh positif terhadap kinerja karyawan. Maka kinerja karyawan disini merupakan mediasi parsial.

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 The Relationship among Emotional Leadership, Job Satisfaction and Organizational Commitment: Taking China’s Hotel Industry as an Example

2020 ◽  
Vol 218 ◽  
pp. 04014
Author(s):  
Yixing Jin ◽  
Peiying Wu ◽  
Cheng Lin ◽  
Yingda Wang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Hotel Industry ◽  
Mediating Role ◽  
Positive Effects ◽  
Emotional Leadership ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

This study investigated the impact of emotional leadership of leaders on organizational commitment of hotel employees, as well as the mediating role of job satisfaction. The results indicate that: (1) Emotional leadership and job satisfaction have positive effects on organizational commitment. (2) Emotional leadership has a positive effect on job satisfaction. (3) Job satisfaction plays a mediating role between emotional leadership and organizational commitment.

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