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

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

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THE INFLUENCE OF PERSONALITY AND ORGANIZATIONAL COMMITMENT AND WORK ENGAGEMENT TO EMPLOYEE SATISFACTION AND EMPLOYEE PERFORMANCE DPRD SAMARINDA CITY

International Journal of Economics Business and Accounting Research (IJEBAR) ◽

10.29040/ijebar.v4i02.1049 ◽

2020 ◽

Vol 4 (02) ◽

Author(s):

Fuad Fakhruddin ◽

Zainal Ilmi ◽

Gusti Noorlitaria Achmad

Keyword(s):

Job Satisfaction ◽

Data Analysis ◽

Organizational Commitment ◽

Work Engagement ◽

Structural Equation ◽

Employee Performance ◽

Positive Influence ◽

Partial Least Square ◽

Least Square ◽

Employee Job Satisfaction

In this study involving Civil Servants in Samarinda City DPRD. In this study, to see the performance of employees used a sample of 82 respondents. The data analysis used by the author is the Structural Equation Model (SEM). Hypothesis testing is done by multivariate analysis carried out through the SmartPLS program. Data analysis through partial Least Square (PLS) is done through two stages, namely: First, Assessing the outer model or measurement model. Second, assess the inner model or structural model. The results showed that Personality had a positive influence on employee job satisfaction, organizational commitment had a positive influence on employee job satisfaction, work engagement gave a positive effect on satisfaction, Personality had a positive influence on employee performance, organizational commitment had a positive influence on employee performance, work engagement provide a positive influence on employee performance, job satisfaction has a positive influence on the performance of employees of the Samarinda City Regional Representative Council. Keywords: Personality, Organizational Commitment, Work Engagement, Job Satisfaction, Employee Performance

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

WIDYA MANAJEMEN ◽

10.32795/widyamanajemen.v1i2.357 ◽

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.

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The Influence of Transformational Leadership on Employee Job Satisfaction with Organizational Commitment as Intervening Variable

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v11i1.18270 ◽

2021 ◽

Vol 11 (1) ◽

pp. 250

Author(s):

SITI MUNFAQIROH ◽

HANIF MAULUDIN ◽

ANGGI SUHENDAR

Keyword(s):

Job Satisfaction ◽

Transformational Leadership ◽

Organizational Commitment ◽

Employee Performance ◽

Study Data ◽

Partial Least Square ◽

Least Square ◽

Transformational Leaders ◽

Team Leaders ◽

Employee Job Satisfaction

The purpose of this study was to determine the effect of transformational leadership on employee job satisfaction with employee organizational commitment as an intervening. The sample used in this study amounted to 50 employees of PT Andhika Lines. East Java. Indonesia. The data collection method used in this study was a questionnaire. In this study, data analysis used the Partial Least Square (PLS) approach using the Smart PLS software.The results showed that transformational leadership was not proven to have a significant effect on job satisfaction, but transformational leadership had a positive and significant effect on job satisfaction with organizational commitment as an intervening variable. Transformational leaders are believed to be able to bring better change and can improve employee performance. Transformational leadership, is a stage that changes people in a team, leaders who use this style motivate their followers to give and work more than they can or want, even beyond their ability.

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The Role of Work Motivation and Job Satisfaction in Creating Employee Performance (Study on Permanent Lecturers of STIE Indonesia Banking School)

Jurnal Ilmu Manajemen & Ekonomika ◽

10.35384/jime.v9i1.17 ◽

2017 ◽

Vol 9 (1) ◽

pp. 24

Author(s):

Santi Rimadias ◽

Ossi Ferli ◽

Fajar Hertingkir

Keyword(s):

Job Satisfaction ◽

Work Motivation ◽

Employee Performance ◽

Partial Least Square ◽

Least Square ◽

Performance Study ◽

Extrinsic Factors ◽

Intrinsic Factors ◽

Positive Effect

This research aims to determine the role of work motivation (intrinsic and extrinsic factors) and job satisfaction as an employee performance maker on STIE Indonesia Banking School permanent lecturers. The population in this study were all STIE Indonesia Banking School permanent lecturers in 2015. We conducted a survey and the respondents was taken from STIE Indonesia Banking School permanent lecturers for 31 respondents. We used questionnaire method to collect information from the respondents. Data were analyzed using Partial Least Square (PLS) with Smart PLS 3.0 software. The results showed that intrinsic factors and extrinsic factors has a positive effect on job satisfaction, furthermore intrinsic factors has a positive effect on employee performance. Whereas extrinsic factors and job satisfaction has no effect on employee performance.

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

Kajian Bisnis STIE Widya Wiwaha ◽

10.32477/jkb.v27i2.58 ◽

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.

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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

Jurnal Ekonomi & Bisnis JAGADITHA ◽

10.22225/jj.7.2.1962.73-79 ◽

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

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PENGARUH DISIPLIN KERJA, MOTIVASI KERJA DAN KEPUASAN KERJA TERHADAP KINERJA PADA PEGAWAI NEGERI SIPIL (PNS) GENERASI “Y” (KASUS PADA KEMENTERIAN PERDAGANGAN, JAKARTA)

JMBI UNSRAT (Jurnal Ilmiah Manajemen Bisnis dan Inovasi Universitas Sam Ratulangi). ◽

10.35794/jmbi.v8i1.32315 ◽

2021 ◽

Vol 8 (1) ◽

Author(s):

Ahda Safitri ◽

Trusti Wismantari ◽

Vina Hermawati ◽

Innocentius Bernarto

Keyword(s):

Job Satisfaction ◽

Random Sampling ◽

Structural Equation ◽

Work Motivation ◽

Employee Performance ◽

Simple Random Sampling ◽

Partial Least Square ◽

Least Square ◽

Equation Modeling ◽

Positive Effect

Abstract: This study aims to determine the positive effect of work discipline, work motivation, and job satisfaction on employee performance in generation Y civil servants in Ministry of Trade. The data in this study are obtained through a questionnaire with the target population being all Y generation civil servants in Ministry of Trade, Jakarta. The number of samples specified is401 samples. Sampling is carried out using simple random sampling through the SPSS program. The statistical analysis in this study uses partial least square-structural equation modeling (PLS-SEM) through the SmartPls 3.0 program. The final result of this research shows that there is a positive effect of work discipline, work motivation, and job satisfaction on employee performance.Abstrak: Penelitian ini bermaksud untuk mengetahui pengaruh positif disiplin kerja, motivasi kerja, dan kepuasan kerja terhadap kinerja pegawai pada PNS generasi Y di Kementerian Perdagangan. Data pada penelitian ini didapatkan melalui kuesioner dengan target populasi adalah seluruh PNS generasi Y pada Kementerian Perdagangan, Jakarta. Jumlah sampel yang ditentukan sebesar 401 sampel. Penarikan sampel dilakukan menggunakan simple random sampling melalui program SPSS. Analisis statistik pada penelitian ini menggunakan partial least square-structural equation modeling (PLS-SEM) melalui program SmartPls 3.0. Hasil akhir dari penelitian ini diketahui bahwasanya terdapat pengaruh positif dari disiplin kerja, motivasi kerja, dan kepuasan kerja terhadap kinerja pegawai.Keywords: work discipline, work motivation, job satisfaction, employee performance

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Pengaruh Kepemimpinan Transformasional Dan Kompensasi Terhadap Kepuasan Kerja Melalui Komitmen Organisasi

Media Ekonomi dan Manajemen ◽

10.24856/mem.v33i1.624 ◽

2018 ◽

Vol 33 (1) ◽

Author(s):

Diansyah Diansyah

Keyword(s):

Job Satisfaction ◽

Transformational Leadership ◽

Organizational Commitment ◽

Structural Equation ◽

Positive Influence ◽

Partial Least Square ◽

Least Square ◽

Equation Modeling ◽

Employee Job Satisfaction ◽

Inner Model

AbstrakTujuan penelitian untuk mengetahui pengaruh kepemimpinan transformasional dan kompensasi terhadap kepuasan kerja melalui komitmen organisasi pada PT. Wira Mitra Prima. Metode pengumpulan data dengan menggunakan sensus sebanyak 39 orang sebagai populasi. Analisis data menggunakan Structural Equation Modeling-Partial Least Square (SEM-PLS) dengan menggunakan software SmartPLS versi 3. Tahapan perhitungan PLS menggunakan 2 model yaitu Pengukuran Model (Outer Model) dan Pengujian Model Struktural (Inner Model). Hasil penelitian menunjukkan bahwa kompensasi mempunyai pengaruh yang positif dan signifikan terhadap kepuasan kerja karyawan, kepemimpinan transformasional mempunyai pengaruh yang positif dan signifikan terhadap komitmen organisasi, kompensasi mempunyai pengaruh yang positif dan signifikan terhadap komitmen organisasi, komitmen organisasi mempunyai pengaruh yang positip dan signifikan terhadap kepuasan kerja karyawan, Selanjutnya kepemimpinan transformasional mempunyai pengaruh yang tidak signifikan terhadap kepuasan kerja karyawan, pengaruh kepemimpinan transformasional terhadap kepuasan kerja karyawan melalui komitmen organisasi adalah tidak signifikan begitu pula halnya pengaruh kompensasi terhadap kepuasan kerja karyawan melalui komitmen organisasi adalah juga tidak signifikan Kata Kunci: Kepemimpinan Transformasional, Kompensasi, Kepuasan Kerja, Komitmen OrganisasiAbstractThe aim of research to determine the effect of transformational leadership and compensation to job satisfaction through organizational commitment at PT. Wira Mitra Prima. Data were collected by using the census as many as 39 people as a population. Methods of data analysis using Structural Equation Modeling-Partial Least Square (PLS-SEM) with software version 3. Stages SmartPLS PLS calculation using the two models namely Measurement Model (Outer Model) and Testing Structural Model (Inner Model). The results showed that the compensation have positive influence and significant impact on employee satisfaction, transformational leadership has a positive influence and significant impact on organizational commitment, compensation has influence positively and significantly related to organizational commitment, organizational commitment has influence positively and significantly related to job satisfaction employee, then transformational leadership has no significant effect on employee job satisfaction, the influence of transformational leadership on employee satisfaction through organizational commitment is not significant so too is the influence of compensation on employee job satisfaction through organizational commitment is also not significantKeywords: Transformational Leadership, Compensation, Job Satisfaction, Organizational Commitment

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Pengaruh Kompensasi Dan Beban Kerja Terhadap Kinerja Melalui Kepuasan Kerja Pegawai UKPBJ Sekretariat Daerah Mojokerto

Equilibrium: Jurnal Ekonomi-Manajemen-Akuntansi ◽

10.30742/equilibrium.v17i1.1150 ◽

2021 ◽

Vol 17 (1) ◽

pp. 37

Author(s):

Anny Sugiarti ◽

Ernani Hadiyati ◽

Dwi Orbaningsih

Keyword(s):

Job Satisfaction ◽

Direct Effect ◽

Indirect Effect ◽

Structural Equation ◽

Employee Performance ◽

Partial Least Square ◽

Least Square ◽

Equation Modeling ◽

Employee Job Satisfaction ◽

The Status

This study used the quantitative data with an explanatory research method, while the samples were 44 employees with the status of the Civil Apparatus of Nation at the UKPBJ Regional Secretariat of Mojokerto City with details: 7 employees of the Election Working Group, 29 Procurement Officers, 8 employees of the Secretariat Section. Structural Equation Modeling (SEM) based on Partial Least Square (PLS) was chosen to analyze the hypothesis. The results of this study indicated that: "i) compensation didn’t has a direct effect on employee job satisfaction at the UKPBJ Regional Secretariat of Mojokerto City"; ii) workload didn’t has a direct effect on employee job satisfaction at the Regional Secretariat UKPBJ Mojokerto City; iii) compensation didn’t has a direct effect on the performance of employees at the Regional Secretariat UKPBJ Mojokerto City; iv) workload has a direct influence on employee performance at the Regional Secretariat UKPBJ Mojokerto City; v) job satisfaction didn’t have a direct effect on employee performance at the Regional Secretariat UKPBJ Mojokerto City; vi) compensation didn’t have an indirect effect on employee performance through job satisfaction at the UKPBJ Regional Secretariat of Mojokerto City; vii) workload didn’t have an indirect effect on employee performance through job satisfaction at the UKPBJ Regional Secretariat of Mojokerto City.

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