scholarly journals The Effects of Employee Learning, Knowledge, Benefits, and Satisfaction on Employee Performance and Career Growth in the Hospitality Industry

2021 ◽  
Vol 13 (8) ◽  
pp. 4101
Author(s):  
Chanin Yoopetch ◽  
Suthep Nimsai ◽  
Boonying Kongarchapatara
Keyword(s):  
Human Resources ◽  
Employee Satisfaction ◽  
Hospitality Industry ◽  
Service Industry ◽  
Employee Performance ◽  
Influential Factors ◽  
Employee Benefits ◽  
Career Growth ◽  
Employee Learning ◽  
Positive Effect

The service industry is considered one of the fastest growing industries in the world, especially in the context of developing countries with economies which rely on tourism sectors as the drivers for economic growth. The development of human resources can directly support the expansion of this industry. The aim of the current study was to investigate the relationships among factors at the employee level, including employee learning and knowledge. Furthermore, this study aimed to analyze the relationships among several determinants (e.g., employee satisfaction) and the influence of those relationships on employee performance and the growth of human resources careers in the context of the hospitality industry. Data were collected from 608 employees in three sectors of the service industry: airlines, hotels, and spas. The results indicated that employee learning, employee knowledge, and employee satisfaction were influential factors for employee performance. In addition, employee benefits and employee creativity showed significant effects on employee satisfaction. Furthermore, employee performance showed a significant positive effect on career growth. The implications of the current research for practitioners are also provided, and directions for further research are discussed in greater detail.

THE INFLUENCE OF ORGANIZATIONAL CULTURE AND LEADERSHIP TO JOB SATISFACTION AND ITS IMPACT ON EMPLOYEE PERFORMANCE OF OFFICE OF RELIGIOUS AFFAIRS IN CILACAP DISTRICT

2018 ◽  
Vol 15 (2) ◽  
pp. 163-189
Author(s):  
Maman Sulaeman
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Human Resources ◽  
Path Analysis ◽  
Employee Satisfaction ◽  
Employee Performance ◽  
The Future ◽  
Met Expectations ◽  
Positive Effect

Achievement of KUA performance in Cilacap Regency has not met expectations. These conditions can be improved and need to be evaluated and research on the quality of human resources so that policies taken in the future can improve the performance of employees and minimize factors that can reduce employee performance. The purpose of this study is to determine the influence of organizational culture and leadership on job satisfaction and its impact on employee performance. The method used is path analysis, which is to get the picture, relationship pattern and influence of research variables that have been determined. The result showed that organizational culture had a positive effect on employee satisfaction of 73.4%. Leadership positive effect on employee satisfaction of 73.4%. Organizational culture and leadership have a positive effect on employee satisfaction of 75.7%. Organizational culture and leadership through a positive effect on employee performance through employee satisfaction of 85.2%.

scholarly journals PERFORMANCE OF EMPLOYEES IN THE PROCUREMENT DEPARTMENT OF PT. PETROKIMIA: WORK EFFECTIVENESS, JOB SATISFACTION

2021 ◽  
Vol 5 (1) ◽  
Author(s):  
Djoko Soelistya ◽  
Agus Suharyanto ◽  
Eva Desembrianita ◽  
Mochamad Mochklas
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Quantitative Research ◽  
Employee Performance ◽  
Significant Positive Effect ◽  
Job Effectiveness ◽  
Work Effectiveness ◽  
And Performance ◽  
Service Procurement ◽  
Positive Effect

Expansion of PT. Petrokimia Gresik, which is getting bigger, requires large human resources as well. On the other hand, there is no permit for additional permanent manpower, while most of the human resources in the Procurement Compartment of PT. Peterokimia Gresik has entered its retirement period and there is no technology transfer for the migration of software used in the company, namely SAP software, so employee performance is ineffective. This study aims to analyze the effect of work effectiveness on employee satisfaction and performance, job satisfaction on employee performance. The research method used is quantitative research, with a population and sample of employees who are part of the Service Procurement Department and the Goods Procurement Department at PT. Petrokimia Gresik with a number of 50 respondents. All incoming and appropriate data will be analyzed by smartPLS. The results showed that work effectiveness has a significant positive effect on employee performance, job effectiveness has a significant positive effect on employee job satisfaction, job satisfaction has a positive but insignificant effect on employee performance and job satisfaction mediates the effect of work effectiveness on employee performance.

scholarly journals PENGARUH KOMPENSASI FINANSIAL, PROMOSI JABATAN TERHADAP KEPUASAN KERJA UNTUK MENINGKATKAN KINERJA PEGAWAI DI UNIVERSITAS JENDERAL SOEDIRMAN

2017 ◽  
Vol 1 (1) ◽  
pp. 29
Author(s):  
Eko Sumanto ◽  
Wahyuningrat Wahyuningrat
Keyword(s):  
Job Satisfaction ◽  
Statistical Analysis ◽  
Significant Influence ◽  
User Satisfaction ◽  
Employee Satisfaction ◽  
Quantitative Methods ◽  
Employee Performance ◽  
Financial Compensation ◽  
Educational Staff ◽  
Positive Effect

The performance of educational staff becomes an important element in the institution. Based on the previous research, it can be concluded that the level of user satisfaction either from students (external) or from employees within Unsoed (Internal) categorized at the level of quite satisfied. Therefore, more efforts need to be done in order to improve the performance of educational staff. The research model using analysis with the following hypotheses, H1: Financial compensation has positive effect on employee satisfaction, H2: Promotion has positive effect on employee satisfaction, H3: Financial compensation has positive effect on employee performance, H4: Promotion has positive effect on performance employees, and H5: job satisfaction has positive influence on employee performance. This research was conducted in Jenderal Soedirman University (Unsoed), using quantitative methods. The research target was all education personnel in all unit in Unsoed with a total sample of 256 respondents. Data were collected using a questionnaire and then analyzed using statistical analysis. The result from the statistical analysis showed that the financial compensation was in a good category. Financial compensation has a significant influence on job satisfaction that is equal to 0.578. The promotion has been perceived as a good thing by the employees, and promotion has a significant influence on job satisfaction statistically which is equal to 0.545. Financial compensation has a significant influence on employee performance that is equal to 0.845. The promotion has a significant influence on employee performance that is equal to 0.680, statistically. The employees experienced a good job satisfaction, which encourages them to work better. Statistically, job satisfaction has a significant influence on employee performance that is equal to 0.730. The influence of financial compensation to the employees' performance was increased from 49.9 percent to 69.5 after job satisfaction variables included as mediating variable. The result of Sobel test confirmed that job satisfaction was capable to mediate the influence of financial compensation to the employee performance, significantly. The influence of promotion to employee performance was increased from 42 percent to 64.7 percent after included job satisfaction as mediating variable. Sobel test showed that that job satisfaction was capable to mediate the influence of promotion to employee performance, significantly.

scholarly journals THE INFLUENCE OF MOTIVATION AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE IN PT. SON KARELLA MARE

2020 ◽  
Vol 3 (2) ◽  
pp. 20-32
Author(s):  
Muhammad Pananrangi ◽  
Osman Lewangka ◽  
Indrianty Sudirman
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Path Analysis ◽  
Hypothesis Testing ◽  
Causal Relationship ◽  
Employee Performance ◽  
Analysis Method ◽  
High Performing ◽  
The Relationship ◽  
Positive Effect

Every company wants high-performing human resources. This study aims to determine the effect of motivation and job satisfaction on employee performance at PT. Putra Karella Mare directly and mediation. This study uses a quantitative approach that aims to explain the position of the variables studied as well as the relationship between one variable with another with the intention to test hypotheses that have been formulated previously. This study will explain the causal relationship between variables through hypothesis testing. In this study, the analysis method used is path analysis (PATH) using the help of the SmartPLS 3.2.8 program. The results found that motivation has a positive and significant effect on job satisfaction, motivation has a positive effect not significant on performance, job satisfaction has a positive and significant effect on performance, motivation has a positive and significant effect on performance if mediated by job satisfaction

scholarly journals COMPETENCE OR COMMUNICATION: FROM HR PROFESSIONALS TO EMPLOYEE PERFORMANCE VIA EMPLOYEE SATISFACTION

2020 ◽  
Vol 22 (1) ◽  
pp. 33-44
Author(s):  
Fredson Kotamena ◽  
Pierre Senjaya ◽  
Ratna Setyowati Putri ◽  
Carter Bing Andika
Keyword(s):  
Data Collection ◽  
Human Resources ◽  
Communication Skills ◽  
Employee Satisfaction ◽  
Direct Relationship ◽  
Employee Performance ◽  
Senior Manager ◽  
Significant Relation ◽  
Competence Level ◽  
The Relationship

The motivation behind this investigation was to find out the relationship between competence and communication skills of human resources professionals and employee satisfaction, as mediating variables, to improve employee performance. This study also aimed to examine the direct relationship between competence and communication skills of human resources professionals and employee performance. For data collection, a questionnaire was sent to 60 employees from the level of Section Head to Senior Manager or those directly involved in the production process and other supporting functions. The result of this study showed that the competence level of human resources professionals did not have any significant relation with employee satisfaction and employee performance. In contrast, the communication skills of human resources professionals had a significant impact on employee satisfaction and indirect correlation with employee performance; employee performance increases if employee satisfaction increases. Consequently, to be able to increase employee satisfaction, HR professionals must improve their communication skills

scholarly journals PENGARUH BUDAYA ORGANISASI DAN PENGEMBANGAN KARIER TERHADAP KEPUASAN KERJA SERTA DAMPAKNYA TERHADAP KINERJA KARYAWAN

2017 ◽  
Vol 19 (2) ◽  
pp. 170
Author(s):  
FX. Suwarto
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Human Resources ◽  
Path Analysis ◽  
Employee Satisfaction ◽  
Employee Performance ◽  
Department Store ◽  
Work Culture ◽  
Development Patterns ◽  
Retail Services

Penelitian ini dilakukan dengan untuk mempelajari dan menguji pengaruh budaya organisasi dan  pengembangan karier, terhadap kepuasan kerja karyawan serta dampaknya terhadap kinerja karyawan sehingga untuk mengetahui hal tersebut,maka peneliti menganalisis data dan melakukan pengujian hipotesis secara spesifik tentang pengaruh  budaya kerja dan pengembangan karier terhadap tingkat kepuasan kerja karyawan serta dampaknya terhadap kinerja karyawan. Objek penelitian dilakukan pada perusahaan jasa ritail Departement Store di Kab.Klaten. Untuk dapat mengakomodasi semua hal terbut di atas peneliti menggunakan jenis penelitian diskriptif analitis, dengan tujuan untuk menguji hipotesis dengan metode penelitian survei, sedangkan teknik pengambilan sampel dengan menerapkan probability sampling, sedankan untuk analisis data menggunakan analisis jalur/path analysis. Hasil penelitian menunjukkan bahwa budaya kerja dan pola pengembangan karier berpengaruh terhadap tingkat kepuasan kerja, selanjutnya budaya kerja dan pola pengembangan karier juga berpengaruh terhadap kinerja pegawai, serta kepuasan kerja pegawai berpengaruh terhadap kinerja pegawai. Spesifikasi keluaran/Outcome specifikation hasil penelitian ini diharapkan akan menjadi masukkan bagi pengusaha jasa ritail departemen store di daerah Kab. Klaten dengan harapan para pimpinan departemen store di daerah Kab. Klaten dapat merumuskan strategi pengembangan sumber daya manusia yang tepat/sesuai dengan perkembangan bisnis dalam menghasilkan program pengembangan dan kualitas sumber daya manusia yang memiliki nilai tinggi. Disamping itu penelitian ini juga dapat memberikan informasi yang berguna bagi pihak manajemen/pelaku jasa retail, serta sebagai bahan masukan dalam mengoptimalkan kinerja pegawai. Implikasi Jika pengusaha/pelaku jasa retail tidak memprioritaskan dalam  membina, mengelola dan mengembangkan SDM yang lebih terarah/terprogram, maka pengembangan SDM dalam organisasi tidak dapat mempunyai competitif advanted seiring dengan perkembangan  dunia bisnis usaha jasa retail departement store. Perkembangan dan keberlanjutan usaha jasa retail departement store didaerah kota Klaten akhirnya dapat menyumbang peningkatkan PAD di kabupaten Klaten.This research was conducted to study and examine the influence of organizational culture and career development, job satisfaction and its impact on the performance of employees so as to know this, the researchers analyzed the data and test hypotheses specifically about the effect of work culture and career development to the level of employee satisfaction and its impact on employee performance. The object of research is done in service companies ritail Department Store in Kab.Klaten. To be able to accommodate all of the above terbut researchers used a descriptive analytical type of research, in order to test hypotheses with survey research methods, while the sampling technique by applying probability sampling, Sedankan for data analysis using path analysis/path analysis. The results showed that the work culture and career development patterns affect the level of job satisfaction, further work culture and career development patterns also affect the performance of employees, as well as employee satisfaction influence on employee performance. Specifications output/outcome specifikation results of this study are expected to be entered for entrepreneurs ritail services department store in the district. Klaten with the expectations of the leadership of the department store in the area Kab.Klaten can formulate a human resource development strategy right/in accordance with the development of business in generating program development and quality of human resources which have high value. Besides, this research also can provide useful information to management/offender retail services, as well as an input in optimizing the performance of employees. Implications If the employer/principal retail services are not prioritized in developing, managing and developing human resources more targeted/programmed, the development of human resources in the organization can not have competitif advanted line with developments in the business world department store retail services business. Development and sustainability of the business services department store retail area of Klaten city can eventually contribute increasing revenue in Klaten district.

scholarly journals PERFORMANCE OF HUMAN RESOURCES DEVELOPMENT AGENCY (BPSDM) OF SOUTHEAST SULAWESI PROVINCE

2021 ◽  
Vol 4 (4) ◽  
Author(s):  
Abdul Kahar Muzakir Sinapoy
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Employee Performance ◽  
Sampling Technique ◽  
Total Sample ◽  
Human Resources Development ◽  
Work Culture ◽  
Scale Analysis ◽  
The Impact ◽  
Positive Effect

This study intends to analyze the impact of work culture and job satisfaction on employee performance at BPSDM Southeast Sulawesi Province. This type of research is explanatory research, with a total sample of 47 respondents. The sample size was determined based on the slovin method, the sampling technique was carried out directly. Data was taken using a questionnaire with a Likert scale. Analysis of the data by descriptive and multiple linear regression. The results of the research prove that work culture has a positive effect on employee performance with a significance number of 0, 000 and t is 43, 757 with a coefficient of 0, 74. Job satisfaction has a positive effect on employee performance with a significance number of 0, 000 and t is 82, 629 and a coefficient of 0, 93. Based on the results of data analysis, it is concluded that work culture and job satisfaction greatly affect employee performance. This shows that the two variables, both work culture and job satisfaction, have been tested to significantly affect employee performance.AbstrakPenelitian ini bermaksud untuk menganalisa akibat aspek budaya kerja serta kepuasan kerja terhadap kinerja pegawai di BPSDM Provinsi Sulawesi Tenggara.  Tipe penelitian merupakan eksplanatory research, dengan jumlah sampel sebesar 47 responden.  Besar sampel didetetapkan berdasarkan pada metode slovin, teknik penarikan  sampel dilakukan secara langsung. Data diambil menggunakan angket dengan skala likert.  Analisa data dengan cara deskriptif serta regresi linier berganda.  Hasil  riset membuktikan kalau budaya kerja mempengaruhi positif terhadap kemampuan pegawai dengan angka signifikansi 0, 000 serta t jumlah sebesar 43, 757 dengan angka koefisien 0, 74.  Kepuasan kerja mempengaruhi positif terhadap kinerja pegawai dengan angka signifikansi 0, 000 serta t jumlah sebesar 82, 629 serta angka koefisien 0, 93. Berdasarkan pada hasil analisa data, disimpulkan kalau budaya kerja serta kepuasan kerja sangat  mempengaruhi kinerja pegawai. Hal ini menunjukkan bahwa kedua variable tersebut, baik budaya kerja maupun kepuasan kerja teruji secara sognifikan mempengaruhi kinerja pegawai.

scholarly journals Factors Affecting Employee Performance of Education Office in Tabanan Regency

2021 ◽  
Vol 1 (2) ◽  
pp. 52-59
Author(s):  
Cahya Sudiarta
Keyword(s):  
Human Resources ◽  
Family Environment ◽  
Employee Satisfaction ◽  
Quantitative Research ◽  
Work Performance ◽  
Employee Performance ◽  
Factors Affecting ◽  
Level Of Education ◽  
Education Training ◽  
Or Organization

Human resources (HR) is one of the main assets in a company, the better the HR owned by the company , the easier the company's progress is to obtain. Good human resources are not only filled with employees with quality Intelligence Quotient (IQ), but also filled by employees who are able to control conflicts that occur around them, either in the work environment or in the family environment. The more qualified human resources an organization or company has, it is expected that the ability of the company or organization to compete will be better. Good performance is shown by workers, among others, by the education and training they receive. The actors used to improve worker performance include the education stage, training carried out by workers and worker satisfaction. The purpose of this study was to determine the effect both collectively and individually on the level of education, training and employee satisfaction on the performance of the staff of the Education Office of Tabanan Regency, Bali Province. This Study is a descriptive quantitative research, data collection method using questionnaires and multiple linear regression as data analysis, which was performed using SPSS software version 24. The sample used a number of 92 respondents. The results showed that both simultaneously and individually the level of education, training and employee satisfaction had an influence on the work performance of the employees of the Education Office of Tabanan Regency, Bali Province. The results also showed that the training factor gave the largest contribution to performance.

scholarly journals PENGARUH KESELAMATAN, KESEHATAN DAN KEDISIPLINAN KERJA TERHADAP KINERJA KARYAWAN BAGIAN WORKSHOP PT. IRADAH DELAPAN

MANAJERIAL ◽  
2018 ◽  
Vol 4 (2) ◽  
pp. 36
Author(s):  
MUHAMMAD RAFSANJANI ROMADHON
Keyword(s):  
Human Resources ◽  
Employee Performance ◽  
Population Data ◽  
Primary Data ◽  
Survey Method ◽  
Significant Positive Effect ◽  
Work Safety ◽  
Positive Effects ◽  
Positive Effect

Efforts to improve the quality of human resources, the main source of human companies need to be done well, directed, and planned, so that companies can compete fairly with other companies, given the future competition between companies will be more stringent. Human resources are able to compete with competitors or with business partners the only company that has the quality of human resources. The research objective was to determine the effect of work safety, health and work discipline on the performance of employees of PT. Eight Iradah Workshop Division. This study uses a survey method using primary data obtained from the questionnaire. The sample in this study was 57 PT. Eight Iradah Workshop Division. Samples taken using saturated sampling are sampling techniques based on the total population. Data were analyzed using multiple linear regression. The results showed that: (1) Work Safety had a significant positive effect on employee performance. (2) Health Work has no effect which has a significant positive effect on employee performance. (3) Discipline of significant positive effects on employee performance.

scholarly journals PENGARUH KARAKTERISTIK INDIVIDU DAN BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI DI MULYA MITRA COLLEGE

2020 ◽  
Vol 14 (1) ◽  
pp. 63-74
Author(s):  
Feriandy Feriandy
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Hypothesis Testing ◽  
Employee Performance ◽  
Educational Institution ◽  
Individual Characteristics ◽  
P Value ◽  
Significant Positive Effect ◽  
Census Methods ◽  
Positive Effect

Effect of Individual Characteristics and Organizational Culture on Employee Performance at Mulya Mitra College. The existence of humans as resources is very important in an educational institution, because human resources are a support that is realized through work, talent, creativity, encouragement and real role. Without the quality of human resources, the educational institution would not be able to move and achieve the vision it wants. Factors affecting employee performance are Individual Characteristics and Organizational Culture. The purpose of this study is to look for empirical evidence of the influence of Individual Characteristics and Organizational Culture on Employee Performance at Mulya Mitra College. This type of research uses census methods that discuss the effect of Individual Characteristics and Organizational Culture on Employee Performance. The study population was employees at Mulya Mitra College. The sampling method uses stratified-proportional random sampling with the number of samples taken from the total population of 40 people. Methods of data analysis using descriptive and statistical analysis techniques include multiple regression analysis, hypothesis testing with simultaneous test or F test, hypothesis testing with partial test or t-test and analysis of the coefficient of multiple determination. The results of the study concluded that Individual Characteristics and Organizational Culture simultaneously had a significant positive effect on performance. This is indicated by the p-value of all the independent variables 0.05. Individual characteristics and organizational culture partially also have a significant positive effect on performance. This is indicated by p-value 0.05.

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