THE INFLUENCE OF EMOTIONAL INTELLIGENCE AND DISCIPLINE ON ORGANIZATIONAL PERFORMANCE THROUGH JOB SATISFACTION IN EMPLOYEE BUDI ASIH HOSPITAL

2019 ◽  
pp. 11-17
Author(s):  
Sri Rejeki ◽  
Harry Indratjahjo ◽  
P. Eddy Sanusi Silitonga
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Data Analysis ◽  
Path Analysis ◽  
Organizational Performance ◽  
Direct Effect ◽  
Indirect Effect ◽  
Saturated Sample

This study aims to determine the effect of emotional intelligence and discipline on organizational performance simultaneously, determine the effect of emotional intelligence on organizational performance partially, determine the effect of discipline on organizational performance partially, determine the effect of job satisfaction on organizational performance partially, determine the effect of emotional intelligence on organizational performance through job satisfaction and determine the effect of discipline on organizational performance through satisfaction variables. The study was conducted at the compassion organization. Sampling uses a saturated sample involving 136 employees in all parts of the organization. Data analysis uses path analysis. Based on data analysis, it is known that emotional intelligence and discipline variables simultaneously influence organizational performance. The variable of emotional intelligence affects partially organizational performance. Discipline variables influence partially organizational performance. Job satisfaction variables partially affect organizational performance. The influence of emotional intelligence and discipline on organizational performance through job satisfaction. In this case, the direct effect is smaller than the indirect effect so it can be said that the job satisfaction variable is intervening.

scholarly journals EFFECT OF MOTIVATION AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE THROUGH WORKING DISCIPLINE AT PT. BAMBOO TIRTA ENGINEERING

2020 ◽  
pp. 28-35
Author(s):  
Munawaroh Munawaroh ◽  
Suharto Suharto ◽  
Dr. Iwan Kurniawan Subagja
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Quantitative Analysis ◽  
Path Analysis ◽  
Direct Effect ◽  
Indirect Effect ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Sampling Technique

This study aims to: 1) To determine and analyze the effect of motivation and job satisfaction on work discipline, 2) To determine and analyze the effect of motivation and job satisfaction on employee performance, 3) To determine and analyze the effect of work discipline on employee performance, 4) To find out and analyze the influence of motivation and job satisfaction on employee performance through work discipline PT. Bambu Tirta Engineering. The research was conducted at PT. Bambu Tirta Engineering with a research sample of 64 respondents. The sampling technique uses saturated samples. Methods of data analysis using descriptive analysis and quantitative analysis with path analysis. The results showed that: 1) there is an effect of motivation and job satisfaction on work discipline, 2) there is an effect of motivation and job satisfaction on employee performance, 3) there is an effect of work discipline on the performance of employees of PT. Bambu Tirta Engineering and 4) there is no influence between motivation and job satisfaction on employee performance through work discipline PT. Bambu Tirta Engineering. This means that the direct effect is greater than the indirect effect, the work discipline variable cannot mediate between motivation and job satisfaction on employee performance at PT. Bambu Tirta Engineering.

scholarly journals EFFECT OF MOTIVATION AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE THROUGH WORKING DISCIPLINE AT PT. BAMBOO TIRTA ENGINEERING

2020 ◽  
pp. 28-35
Author(s):  
Munawaroh Munawaroh ◽  
Suharto Suharto ◽  
Dr. Iwan Kurniawan Subagja
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Quantitative Analysis ◽  
Path Analysis ◽  
Direct Effect ◽  
Indirect Effect ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Sampling Technique

This study aims to: 1) To determine and analyze the effect of motivation and job satisfaction on work discipline, 2) To determine and analyze the effect of motivation and job satisfaction on employee performance, 3) To determine and analyze the effect of work discipline on employee performance, 4) To find out and analyze the influence of motivation and job satisfaction on employee performance through work discipline PT. Bambu Tirta Engineering. The research was conducted at PT. Bambu Tirta Engineering with a research sample of 64 respondents. The sampling technique uses saturated samples. Methods of data analysis using descriptive analysis and quantitative analysis with path analysis. The results showed that: 1) there is an effect of motivation and job satisfaction on work discipline, 2) there is an effect of motivation and job satisfaction on employee performance, 3) there is an effect of work discipline on the performance of employees of PT. Bambu Tirta Engineering and 4) there is no influence between motivation and job satisfaction on employee performance through work discipline PT. Bambu Tirta Engineering. This means that the direct effect is greater than the indirect effect, the work discipline variable cannot mediate between motivation and job satisfaction on employee performance at PT. Bambu Tirta Engineering.

scholarly journals THE INFLUENCE OF ORGANIZATIONAL CULTURE AND DISCIPLINE ON ORGANIZATIONAL PERFORMANCE THROUGH ORGANIZATIONAL CITIZENSHIP BEHAVIOR IN THE INSPECTORATE OF BEKASI CITY INDONESIA

2020 ◽  
pp. 59-68
Author(s):  
Nita Desi Rianawati ◽  
Suharto Suharto ◽  
Djoko Setyo Widodo
Keyword(s):  
Organizational Culture ◽  
Data Analysis ◽  
Organizational Performance ◽  
Direct Effect ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Indirect Effect ◽  
Equation Model ◽  
Citizenship Behavior ◽  
Saturated Sample

This study aims to determine the effect of organizational culture and discipline on organizational performance simultaneously, determine the influence of organizational culture on organizational performance partially, determine the effect of discipline on organizational performance partially, determine the effect of organizational citizenship behavior on organizational performance partially, know the influence of culture organization on performance through organizational citizenship behavior and know the effect of discipline on organizational performance through organizational citizenship behavior variables. The study was carried out at the Bekasi City Inspectorate Organization. Sampling uses a saturated sample involving 86 employees in all parts of the organization. Data analysis uses path analysis. Based on data analysis, it is known that organizational culture variables partially influence organizational performance. T value of 5.055. The significance value is 0.00. This significant value is smaller than 0.05. The value of r squared is 0.233. This means that the influence of organizational culture variables on performance by 23.3% and the rest is influenced by other variables not included in the equation model. Discipline variables partially affect organizational performance. T value of 7.282. The significance value is 0.00. This significant value is smaller than 0.05. The value of r squared is 0.387. This means that the influence of disciplinary variables on organizational performance is 38.7% and the rest is influenced by other variables not included in the equation model. The variable of organizational citizenship behavior partially influences organizational performance. T value of 14.834. The significance value is 0.00. This significant value is smaller than 0.05. The value of r squared is 0.724. This means that the influence of organizational culture variables on organizational performance by 72.4% and the rest is influenced by other variables not included in the equation model. The influence of organizational culture on organizational performance is 0.483. The influence of organizational culture on performance through organizational culture is 0.614x0.851 =0.5191. In this case, the indirect effect is greater than the direct effect so it can be said that the variable of organizational citizenship behavior as an intervening variable. The direct effect of discipline on organizational performance is 0.622. While the influence of discipline on organizational performance through organizational citizenship behavior is 0.762x0.851 = 0.648. In this case, the direct effect is smaller than the indirect effect so it can be said that the variable of organizational citizenship behavior as an intervening variable.

scholarly journals KEPEMIMPINAN TRANSFORMASIONAL YANG OTENTIK DAN KECERDASAN EMOSIONAL

IQTISHODUNA ◽  
2011 ◽  
Vol 1 (3) ◽  
Author(s):  
Siswanto, SE., MM,
Keyword(s):  
Emotional Intelligence ◽  
Transformational Leadership ◽  
Data Analysis ◽  
Path Analysis ◽  
Direct Effect ◽  
Indirect Effect ◽  
Value Congruence ◽  
Program Output

The aim of this research is to analyze the influence of authentic transformational leadership directly and indirectly upon the emotional intelligence of workers Madrasah Aliyah in Jombang.  The samples of this research involved 250 participants, consist of  219 teachers and 31 employees.  Data analysis is executed by using path analysis applying the AMOS program  Output of the analysis indicate that authentic transformational leadership has a direct effect on emotional intelligence of the teachers and the employees.  Meanwhile, Authentic transformational leadership has an indirect effect mediated through value congruence on emotional intelligence’s teachers and employees. 

scholarly journals The Effect of Knowledge Management and Skills on Organizational Performance through Organizational Commitment as Mediation Variables at PT. Persariran

2020 ◽  
pp. 87-94
Author(s):  
RA Dyah Widi Dananingrum ◽  
Suharto Suharto ◽  
Dr. Iwan Kurniawan Subagja
Keyword(s):  
Knowledge Management ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Path Analysis ◽  
Organizational Performance ◽  
Direct Effect ◽  
Indirect Effect ◽  
Sampling Technique ◽  
Performance Variable ◽  
Work Skill

This study aims to determine the effect of knowledge management on organizational performance, the effect of skills on organizational performance, the effect of organizational commitment on organizational performance, the influence of knowledge management on organizational commitment, the effect of skills on organizational commitment, the influence of knowledge management on organizational performance through organizational commitment, the influence of skills on the organizational performance of PT. Persariran through organizational commitment. The study was conducted on PT. Persariran. The sampling technique uses saturated samples involving 65 employees. Data analysis uses path analysis. Based on data analysis, it is known that knowledge management influences organizational performance partially. Work skill variables affect partially organizational performance. Variable organizational commitment partially affects organizational performance. Knowledge management variables affect organizational commitment partially. The skill variable partially influences organizational commitment. The influence of knowledge management on organizational performance is 0.522. The influence of knowledge management on performance through organizational commitment is 0.649 x 0.846 = 0.549. In this case, the indirect effect is greater than the direct effect so it can be said that the work organization's commitment variable is intervening. The direct effect of skills on organizational performance is 0.620. While the influence of skills on organizational performance through organizational commitment is 0.798 x 0.846 = 0.675. In this case, the indirect effect is greater than the direct effect so it can be said that the work organization's commitment variable is intervening.

scholarly journals PERAN KEPUASAN KERJA MEMEDIASI PENGARUH STRES KERJA TERHADAP KINERJA KARYAWAN HOUSEKEEPING DEPARTMENT FAVE HOTEL

2019 ◽  
Vol 8 (8) ◽  
pp. 5060
Author(s):  
I Gusti Agung Gde Yoga Prawira ◽  
I Gusti Made Suwandana
Keyword(s):  
Job Satisfaction ◽  
Path Analysis ◽  
Job Stress ◽  
Direct Effect ◽  
Work Stress ◽  
Employee Performance ◽  
Analysis Techniques ◽  
Employee Job Satisfaction ◽  
Sample Technique ◽  
Saturated Sample

Companies must be able to maintain employee performance to remain stable and even increase. Satisfied employees are effective and well-performing workers. The purpose of this study was to determine the direct effect of work stress and job satisfaction on employee performance, to determine work stress on employee job satisfaction, and to determine the effect of Job Satisfaction in mediating the effect of work stress on employee performance. The population in this study were 47 Fave Hotel Housekeeping Department employees. Sampling uses a saturated sample technique and the data was analyzed using path analysis techniques. The results showed that work stress has a negative and significant effect on job satisfaction and employee performance, namely the higher the level of work stress that employees have, the lower the job satisfaction and employee performance that will be formed within the employee. Job satisfaction has a positive and significant effect on employee performance. This means that the higher job satisfaction felt by employees, the higher the performance of employees that will be formed. Job satisfaction is positively and significantly mediates the effect of work stress on employee performance. Keywords: Job Satisfaction, Job Stress, and Employee Performance

scholarly journals PENGARUH KEPEMIMPINAN, LINGKUNGAN KERJA, KOMPETENSI DAN BUDAYA ORGANISASI TERHADAP KEPUASAN KERJA YANG BERDAMPAK PADA KINERJA DOSEN POLITEKNIK ATMI SURAKARTA

2020 ◽  
Vol 30 (01) ◽  
pp. 015-030
Author(s):  
Dewi Kartikasari
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Path Analysis ◽  
Work Environment ◽  
Direct Effect ◽  
Indirect Effect ◽  
Working Environment ◽  
Primary Data ◽  
Coefficient Of Determination ◽  
Test Results

The purpose of this study are to examine and analyze the influence of Leadership, Work Environment, Competence And Organizational Culture To Job Satisfaction That Impact Lecturer Performance At Polytechnic ATMI Surakarta.This study is a survey research. The data used are primary data by sampling of lecturer at Polytechnic ATMI Surakarta as many as 57 respondents. The data analysis method was tested by validity, reliability test, t-test, F, coefficient of determination (R2) and path analysis test.T test results as follows: leadership not significant effect on job satisfaction, work environment significant effect on job satisfaction, competence significant effect on job satisfaction, organizational culture not significant effect on job satisfaction, leadership not significant effect on performance, the working environment have a significant effect on performance, competence significantly influence the performance, organizational culture not significant effect on the performance, satisfaction significant effect on the performance of work. F test results showed simultaneous variables of leadership, work environment, competence, organizational culture and job satisfaction have a significant effect on the performance of lecturers. Results Analysis The coefficient of determination (R2) shows that 77.7% of faculty performance variation can be explained by the leadership, work environment, competence, organizational culture and job satisfaction while the remaining 22.3% is explained by other factors outside the model. The result of path analysis showed a direct influence on the performance of greater competence than the indirect effect on performance competence through job satisfaction. The direct effect on the performance of the work environment is greater than the indirect effect on the performance of the work environment through job satisfaction. The direct effect on the performance leadership is smaller than the indirect effect of leadership on performance through job satisfaction. The direct effect on the performance organizational culture is smaller than the indirect effect of organizational culture on performance through job satisfaction. Based on the results of total leverage to improve performance would be more effective if through increased competence.

scholarly journals The Effect of Leadership and Job Pressure on Organizational Performance through Organizational Commitments on PT. NUSATAMA BERKAH

2019 ◽  
Author(s):  
Dwi Wahyu Wibowo ◽  
Abdul Rivai ◽  
Bongsu Saragih
Keyword(s):  
Data Analysis ◽  
Organizational Commitment ◽  
Path Analysis ◽  
Organizational Performance ◽  
Job Stress ◽  
Direct Effect ◽  
Indirect Effects ◽  
Direct Influence ◽  
Work Pressure

This study aims to determine the effect of leadership and job pressure on organizational performance simultaneously, the influence of leadership on organizational performance partially, the influence of work pressure on organizational performance partially, the influence of organizational commitment on organizational performance partially, the influence of leadership on organizational performance through organizational commitment and the effect of work pressure on organizational performance through organizational commitment. The research was conducted at PT. Nusatama Berkah. Sampling uses accidental samples involving 66 employees. Data analysis using path analysis. Based on the data analysis, it is known that leadership variables and job pressure affect the performance of the organization simultaneously. Leadership variables influence partially on organizational performance. Job stress variables partially influence organizational performance. Organizational commitment variables affect organizational performance partially. The direct influence of leadership on organizational performance is smaller compared to indirect effects through organizational commitment. The direct effect of work pressure on organizational performance is smaller than through organizational commitment. In this case, the organizational commitment variable is an intervening variable.

scholarly journals PERAN KEPUASAN KERJA DALAM MEMEDIASI PENGARUH KECERDASAN EMOSIONAL TERHADAP KOMITMEN ORGANISASIONAL

2019 ◽  
Vol 8 (3) ◽  
pp. 1813
Author(s):  
A.A Sayu Mirah Ladysia Vitaloka ◽  
I Gusti Salit Ketut Netra
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Path Analysis ◽  
Sampling Technique ◽  
Multiple Tests ◽  
Analysis Techniques ◽  
Employee Job Satisfaction

The purpose of this study was to determine the role of job satisfaction in mediating the influence of emotional intelligence on organizational commitment. The sampling technique used in this study is saturated samples because the entire population is used as a sample, and the number of samples used is 33 people. Data were analyzed using path analysis techniques and multiple tests. The results of data analysis showed that emotional intelligence had a positive and significant effect on job satisfaction. Job satisfaction has a positive and significant effect on organizational commitment. Emotional intelligence has a positive and significant effect on organizational commitment. Job satisfaction mediates the influence of emotional intelligence on organizational commitment. Employee organizational commitment can be improved by maintaining employee job satisfaction and increasing emotional intelligence in employees.   Keywords: organizational commitment, emotional intelligence, job satisfaction

scholarly journals ANALYSIS OF INDIVIDUAL CAPABILITIES AND WORK ENVIRONMENT TO JOB SATISFACTION THROUGH MOTIVATION: A CASE STUDY OF ACADEMY X JAKARTA

2019 ◽  
pp. 10-23
Author(s):  
Setyo Widiarto ◽  
P. Eddy Sanusi Silitonga ◽  
Imam Wibowo
Keyword(s):  
Job Satisfaction ◽  
Path Analysis ◽  
Work Environment ◽  
Direct Effect ◽  
Sampling Technique ◽  
Working Environment ◽  
Analysis Techniques ◽  
Working Environments ◽  
Saturated Sample

This study aimed to analyze the influence of individual skills and the working environment of the gratification of working through motivation Academy X in Jakarta). These survey respondents amounted to 52 employees of the Academy X Jakarta. The sampling technique using a saturated sample, and analysis techniques using path analysis. The results showed that the ability of individual positive and significant effects directly on job satisfaction. Work environment positive and significant effect directly on job satisfaction of employees. Motivation positive and significant impact on job satisfaction of employees. The direct effect of individual skills and working environments on job satisfaction is greater than the effect of indirectly through motivation. This suggests that the motivation is not a variable intervening for individual skills and working environments on job satisfaction of employees at the Academy X in Jakarta.

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