KEPUASAN KERJA SEBAGAI KUNCI OPTIMALISASI KINERJA PEGAWAI  PADA DINAS KEHUTANAN SULAWESI TENGAH

Job satisfaction is one of the keys to accomplish optimal performance. Therefore, conditioning the organization to create job satisfaction is very important. This study aims to prove that the optimization of employee performance can be achieved especially if the job satisfaction has been realized, using career development, competence, and compensation as indicators. This research method was descriptive-verification with the collection data using survey that sampling uses saturated sampling and analyzed using the Structural Equation Model. The object research was employees of the Regional Forestry Service work units of Central Sulawesi Province. The results proved that the job satisfaction was a very important factor in mediating (full mediating variables) the variables of career development, competence, and compensation in improving employee performance, which is indicated by a positive and significant effect. Furthermore, it was proven that the biggest contribution affecting employee performance was the variable job satisfaction, with career development contributes to the highest influence on job satisfaction, followed by competence, and compensation. Keywords: Job satisfaction, career development, competence, compensation, and employee’s performance.

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KEPUASAN KERJA SEBAGAI KUNCI OPTIMALISASI KINERJA PEGAWAI PADA DINAS KEHUTANAN SULAWESI TENGAH

Wahana ◽

10.35591/whn.v22i1.147 ◽

2019 ◽

Vol 22 (1) ◽

pp. 28-40

Author(s):

Harries Madiistriyatno ◽

Nahardi Nahardi ◽

Ida Musdafia Ibrahim

Keyword(s):

Job Satisfaction ◽

Career Development ◽

Structural Equation ◽

Research Method ◽

Employee Performance ◽

Equation Model ◽

Service Work ◽

Collection Data ◽

Work Units ◽

Central Sulawesi

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The Influence of Leadership Style, Work Environment on Job Satisfaction and Employee Performance at PT. Khrisna Multi Lintas Cemerlang

International Journal of Contemporary Research and Review ◽

10.15520/ijcrr/2018/9/03/459 ◽

2018 ◽

Vol 9 (03) ◽

pp. 20544-20552

Author(s):

Ni Putu Rista Kusumadewi ◽

I Nengah Sudja ◽

I Wayan Sujana

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

Leadership Style ◽

Structural Equation ◽

Employee Performance ◽

Equation Model ◽

Partial Least Square ◽

Least Square ◽

High Knowledge ◽

Research Population

This study aims to examine and analyze the relationship between leadership style, work environment, job satisfaction and employee performance. This research was conducted at PT. Khrisna Multi Lintas Cemerlang with the research population were all employees who work in the company. All data obtained from questionnaires were suitable for use, then were analyzed by using structural equation model based on variant analysis which is known as Partial Least Square (PLS). The result of this research shows that the leadership style has positive and significant effect on employee performance, the work environment has positive and significant effect on employee performance, the leadership style has positive and significant effect on job satisfaction, the work environment has positive and significant effect on job satisfaction and job satisfaction has positive and significant on employee performance. The implication of this research was that the leadership needs to give freedom to subordinate to express their opinions, the workplace air temperature was well regulated, the work that was charged according to the ability and expertise, always guided by the company standard in carrying out each task and the employee has high knowledge in solving problem

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Effect of Motivation to Employee Performance which was Mediatied by Work Satisfaction in PT Smailing Tour Denpasar

International Journal of Contemporary Research and Review ◽

10.15520/ijcrr/2018/9/08/569 ◽

2018 ◽

Vol 9 (08) ◽

pp. 20959-20973

Author(s):

Benediktus Ignasius Tani Raka ◽

Anik Yuesti ◽

Nengah Landra

Keyword(s):

Job Satisfaction ◽

Structural Equation Model ◽

Structural Equation ◽

Employee Performance ◽

Work Satisfaction ◽

Equation Model ◽

Partial Least Square ◽

Least Square ◽

Pls Analysis ◽

Permanent Employees

This study aims is to test and analyze the influence of motivation on employee performance mediated by job satisfaction. This research was conducted at PT Smailing Tour Denpasar with population and research sample of all permanent employees that is 90 people. All data obtained from the kuisoner distribution is feasible to be used, then analyzed using a variance based structural equation model known as Partial Least Square (PLS) analysis. The result of the research shows that (1) the motivation has positive and significant effect on the employee's performance, (2) the motivation has positive and significant effect on the job satisfaction, (3) the job satisfaction has positive and significant effect to the employee's performance; (4) the motivation has positive and significant effect on employee performance through job satisfaction. The implication of this research is that motivation can be improved by taking into account the need for workplace environment to improve employee performance, job satisfaction can be improved by paying attention to the work itself in order to increase employee performance. Employee performance can be improved by taking into account the effectiveness of employees.

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INFLUENCE OF CAREER DEVELOPMENT, WORK ENVIRONMENT, COMPENSATION AND IT’S IMPLICATION ON JOB SATISFACTION OF PERMANENT LECTURER AT MARITIME COLLEGES IN DKI JAKARTA

Dinasti International Journal of Economics, Finance & Accounting ◽

10.38035/dijefa.v1i3.379 ◽

2020 ◽

Vol 1 (3) ◽

pp. 384-396

Author(s):

Ali Muktar Sitompul ◽

Marhalinda Marhalinda ◽

Anoesyirwan Moeins

Keyword(s):

Job Satisfaction ◽

Career Development ◽

Work Environment ◽

Structural Equation ◽

Research Method ◽

Equation Modeling ◽

Survey Method ◽

Development Work ◽

Exogenous Variables ◽

Descriptive Survey

This study aims to analyze and prove the Influence Career Development, Work Environment, Compensation and it’s implication on job satisfaction of permanent lecturer of maritime colleges in DKI Jakarta both partially and simultaneously. The research method used is descriptive survey method and explanatory survey with 253 respondents. The analysis of the data used is Structural Equation Modeling (SEM), consisting of career development, work environment and compensation as exogenous variables, job satisfaction as an endogenous variable. Based on the partially and simultaneous research that Career development, work environment and compensation have a positive and significant effect on job satisfaction with a contribution (R2) of 92 %. Work environment has the most dominantt effect on the job satisfaction of lecturers at maritime colleges in DKI Jakarta.

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ANALYSIS OF QUALITY OF WORKLIFE (QWL) IMPLEMENTATION AGAINST JOB SATISFACTION AND COMMITMENT OF THE EMPLOYEES.

The Management Journal of Binaniaga ◽

10.33062/mjb.v1i01.106 ◽

2018 ◽

Vol 1 (01) ◽

pp. 9

Author(s):

Indah Kusuma Hayati

Keyword(s):

Job Satisfaction ◽

Structural Equation ◽

Employee Performance ◽

Employee Commitment ◽

Equation Model ◽

Quality Of Work Life ◽

Employee Job Satisfaction ◽

Quality Of Worklife ◽

Increase Productivity

Abstract. Increased productivity needs being in line with the increase in employee performance. To be able to improve employee performance, companies must create working conditions that offer incentives for employees to satisfy them with the system running in the company(????). The purpose application of Quality of Work Life (QWL) in an enterprise is to improve employee satisfaction on the job(???). Employee job satisfaction is one important aspect to consider in efforts to improve the human resources quality of an enterprise. Employees who have high job satisfaction, will generally have a high commitment to the company. High employee commitment will give beneficial contribution to the company to increase productivity of both employees and companies. This study aims to analyze the effect of the QWL application on job satisfaction and employee commitment as well as analyzing the effect of job satisfaction on employee commitment. The study is conducted by giving questionnaire to 120 employees SBU (Strategic Business Unit) 1 PT. PGN, which is present in three areas, namely Hosbun, Bogor and Jakarta East. Hypothesis testing method using the model Structural Equation Model (SEM) with PLS.The results of the analysis indicate that the application of QWL hypothesis has no effect on job satisfaction of employees. Application of QWL and job satisfaction significantly influence employee commitment. The better implementation of QWL and the higher levels of job satisfaction will increase employee commitment to the company.

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Influence of Individual Characteristic and Organization Climate on Job Satisfaction and Its Impact on Employee Performance

Sains Humanika ◽

10.11113/sh.v8n4.843 ◽

2016 ◽

Vol 8 (4) ◽

Author(s):

Agustina Hanafi

Keyword(s):

Job Satisfaction ◽

Organizational Climate ◽

Structural Equation ◽

Census Data ◽

Employee Performance ◽

Skill Training ◽

Equation Model ◽

Individual Characteristics ◽

The Individual ◽

Dominant Influence

The purpose of this study is to identify and analyse the influence of the individual characteristics and organization climate on job satisfaction and its impact on employee performance of PT. PLN (Persero) Region-S2JB Branch Lahat. This study takes 107 people as a sampling that conducted by census. Data analysis was performed with the Structural Equation Model (SEM) using Lisrel software. There are positives and significants effect in partially and simultaneously of individual characteristics variable and organization climate on job satisfaction and its impact on employee performance. Individual characteristics have dominant influence on job satisfaction and its impact to employee performance. The implications of managerial suggests, to increase employee performance is with increase in individual characteristics, organizational climate, and job satisfaction of employee. Individual characteristics can be enhanced by providing interpersonal skill training and placement employee according their skills. Besides, organizational climate can be increased with repairing work tools. Finally, to increase job satisfaction, training leadership for chairman can be provided.

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The Effect of Training Satisfaction to Turnover Intention Mediated by Organizational Citizenship Behavior and Job Satisfaction in Employees of Bank Syariah in Jakarta

Webology ◽

10.14704/web/v17i2/web17051 ◽

2020 ◽

Vol 17 (2) ◽

pp. 551-567

Author(s):

Cindy Prilyana ◽

Deasy Aseanty

Keyword(s):

Job Satisfaction ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Turnover Intention ◽

Structural Equation ◽

Negative Impact ◽

Employee Performance ◽

Equation Model ◽

Citizenship Behavior ◽

Training Satisfaction

One of the Islamic banks that implements sharia principles in carrying out its operations is one of them is Syariah Bank. Companies need employees who remain or remain in the company. To anticipate Turnover Intention that can have a negative impact on employee performance and company income in training programs, the behavior of good Organizational Citizenship Behavior in the organization, and companies must pay more attention to employees so that job satisfaction can be minimized Turnover Intention arises in the intention of employee. The purpose of this study was to analyze the effect of Satisfaction Training, analyze the influence of Organizational Citizenship Behavior, analyze the effect of Job Satisfaction, analyze the effect of Turnover Intention, analyze the effect of Satisfaction Training on Turnover Intention, analyze the effect of Satisfaction Training on Organizational Citizenship Behavior, analyze the influence of Organizational Citizenship Behavior on Turnover Intention, analyzes the effect of Satisfaction Training on Job Satisfaction, and analyzes the effect of Job Satisfaction on Turnover Intention. This research was carried out on Syariah bank employees in Jakarta with the number of respondents 110 by carrying out the data analysis method of Structural Equation Model (SEM) 16.0 software. The limitations of the research in this study are only to Syariah Banks and limited to only six variables.

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PENGARUH BUDAYA ORGANISASI DAN MOTIVASI KERJA TERHADAP KEPUASAN KERJA DALAM MENINGKATKAN KINERJA KARYAWAN (STUDI KASUS PT PLN (PERSERO) DISTRIBUSI JAKARTA RAYA)

JEBA (Journal of Economics and Business Aseanomics) ◽

10.33476/jeba.v3i1.742 ◽

2019 ◽

Vol 3 (1) ◽

Author(s):

Heri Purwanto

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Structural Equation ◽

Work Motivation ◽

Employee Performance ◽

Equation Model ◽

Sem Analysis ◽

Job Responsibilities ◽

Culture Influence ◽

The Rich

The researcher aims to know how the influence of organizational culture and work motivation on job satisfaction with employee performance (Case Study of PT. STATE ELECTRIC COMPANY (Persero) Distribution Jakarta Raya). Hypothesis used in this research: Organizational culture have an effect on to job satisfaction, work motivation influence to job satisfaction, organizational culture influence to employee performance, work motivation influence to employee performance, job satisfaction influence to employee performance. The data were collected by using questionnaires distributed to respondents. The population in this study is 1780 employees, with sampling used in this study is probability sampling, with the technique of sample random sampling from the total of the existing population then the sample of the study of 327 respondents. Instrument calibration was performed to test the validity of grain and product moment and reliability was calculated using the coefficient of cronbach's alpha. The hypothesis used in this research is to use the tenure of Structural Equation Model (SEM) analysis. The results of this study conclude that the organizational culture variables affect the job satisfaction, while organizational culture affects the performance of the rich. It can be concluded that organizational culture and job satisfaction have an influence on employee performance. Motivation of work has an influence on job satisfaction, while work motivation has an influence on employee performance. It can be concluded that the motivation of work more influence on job satisfaction when compared to employee performance. Job satisfaction has an effect on employee performance. Overall, which has the most influence on employee performance is job satisfaction. Based on the results of these studies, in improving employee performance requires an individual attitude that is emotional to the job with job responsibilities.

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COMPENSATION AND WORK DISCIPLINE ON EMPLOYEE PERFORMANCE WITH JOB SATISFACTION AS INTERVENING

TRIKONOMIKA ◽

10.23969/trikonomika.v18i2.1755 ◽

2019 ◽

Keyword(s):

Job Satisfaction ◽

Structural Equation Model ◽

Structural Equation ◽

Employee Performance ◽

Equation Model ◽

Primary Data

This study aims to determine the effect of compensation and work discipline on employee performance through job satisfaction as an intervening. This research conduct at PT. XD Sakti Indonesia. The population is employees belonging to grade 2 (non-staff); The sample was taken, 200 respondents. Primary data and analyzed using Structural Equation Model (SEM). The results showed that compensation and work discipline had a positive and significant effect on employee performance through job satisfaction as an intervening. The findings of this study prove that compensation and work discipline have a positive and significant effect on job satisfaction, which can further improve employee performance. The independence of employees in performing has not been able to show their ability according to their duties and responsibilities, which is caused by the lack of employee confidence.

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Caring Climate, Komitmen Organisasi, Dan Kepuasan Kerja

Jurnal Akuntansi Bisnis ◽

10.24167/jab.v18i1.2704 ◽

2020 ◽

Vol 18 (1) ◽

pp. 94

Author(s):

Yunus Ardian Priliyanto ◽

Monika Palupi Murniati

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Structural Equation ◽

Employee Performance ◽

Equation Model ◽

Equation Modeling ◽

Mediating Role ◽

Climate Influences ◽

And Gender

This study aims to analyze the effect of caring climate on employee performance by mediating variable job satisfaction and organizational commitment according to gender proportions. Caring climate is a way for people to make decisions that prioritize the welfare of all people. The sample of this study was 96 employees of Soegijapranata Catholic University Semarang. Fit test is conducted to find out whether the research model meets the structural equation model assumptions or not, the data is said to be fit after deleting 10 data, so that the remaining 86 sample data. This study uses SEM (Structural Equation Modeling) with the AMOS program. The results of this study are that Caring climate influences organizational commitment through the mediating role of job satisfaction, Caring climate influences employee performance through the mediating role of job satisfaction, but Caring climate does not affect employee performance through the mediating role of organizational commitment, Job satisfaction does not affect employee performance through the mediating role of organizational commitment, and Gender becomes a differentiator in the perception of male and female respondents towards caring climate, employee performance, job satisfaction and organizational commitment. Abstrak Penelitian ini bertujuan untuk menganalisis pengaruh caring climate terhadap kinerja karyawan dengan mediasi variabel kepuasan kerja dan komitmen organisasi menurut proporsi gender. Caring climate merupakan cara orang dalam mengambil keputusan yang mengutamakan kesejahteraan semua orang. Sampel penelitian ini adalah 96 karyawan Universitas Katolik Soegijapranata Semarang. Uji fit dilakukan pertama untuk mengetahui model penelitian memenuhi asumsi model persamaan struktural atau tidak, data dikatakan fit setelah menghapus 10 data, sehingga tersisa 86 data sampel. Penelitian ini menggunakan SEM (Structural Equation Modelling) dengan program AMOS. Hasil penelitian ini adalah Caring climate berpengaruh terhadap komitmen organisasi melalui peran mediasi kepuasan kerja, Caring climate berpengaruh terhadap kinerja karyawan melalui peran mediasi kepuasan kerja, tetapi Caring climate tidak berpengaruh terhadap kinerja karyawan melalui peran mediasi komitmen organisasi, Kepuasan kerja tidak berpengaruh terhadap kinerja karyawan melalui peran mediasi komitmen organisasi, dan Gender menjadi pembeda persepsi responden laki-laki dan perempuan terhadap caring climate, kinerja karyawan, kepuasan kerja dan komitmen organisasi.

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