scholarly journals Peran Pemediasi Motivasi pada Pengaruh Komitmen Organisasional dan Komitmen Profesional terhadap Kepuasan Kerja Auditor

1970 ◽  
Vol 3 (02) ◽  
pp. 149-160
Author(s):  
Ardiani Ika Sulistyawati
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Hypothesis Test ◽  
Equation Model ◽  
Jel Classification ◽  
Professional Commitment ◽  
Central Java ◽  
Employment Satisfaction ◽  
Or Organization

A B S T R A C T Job satisfaction is very important for any profession, is no exception for professional auditors. Job satisfaction auditors increasingly paid attention to improving the performance of the company or organization so that objectives can be achieved. Many factors can increase job satisfaction, one of which is commitment. The commitment itself is divided into two organizational commitment and professional commitment. How far the influence of commitment on job satisfaction at the re-test in this study with the motivation as an intervening variable. The samples totaling 160 public accountant who worked at Public Accounting Firm (KAP) in Central Java. The method of analysis used path analysis using structural equation model. The hypothesis test result showed that organizational commitment and professional commitment have a significant influence on job satisfaction and motivatioan, motivation has a significan influence on job satisfaction. But contrary to the organizational commitment and professional commitment has no significant effect on employment satisfaction through motivation. A B S T R A K Kepuasan kerja sangat penting untuk profesi apa pun, tidak terkecuali bagi auditor profesional. auditor kepuasan kerja semakin memperhatikan meningkatkan kinerja perusahaan atau organisasi sehingga tujuan dapat dicapai. Banyak faktor yang dapat meningkatkan kepuasan kerja, salah satunya adalah komitmen. Komitmen itu sendiri dibagi menjadi dua komitmen organisasi dan komitmen profesional. Seberapa jauh pengaruh komitmen terhadap kepuasan kerja di re-test dalam penelitian ini dengan motivasi sebagai variabel intervening. Sampel berjumlah 160 akuntan publik yang bekerja di Kantor Akuntan Publik (KAP) di Jawa Tengah. Metode analisis yang digunakan analisis jalur menggunakan model persamaan struktural. Hasil uji hipotesis menunjukkan bahwa komitmen organisasi dan komitmen profesional memiliki pengaruh yang signifikan terhadap kepuasan kerja dan motivatioan, motivasi memiliki pengaruh signifikan terhadap kepuasan kerja. Tapi bertentangan dengan komitmen organisasi dan profesional komitmen tidak berpengaruh signifikan terhadap kepuasan kerja melalui motivasi. JEL Classification: H83, L44

scholarly journals ANALISIS PENGARUH KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASI PADA STAF AKUNTANSI DAN KEUANGAN

2019 ◽  
Vol 8 (1) ◽  
pp. 13
Author(s):  
Anugerah Putri Suciati ◽  
Christina Dwi Astuti
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resources ◽  
Structural Equation ◽  
Working Condition ◽  
Hypothesis Test ◽  
Equation Model ◽  
Manufacturing Companies ◽  
Company Policy ◽  
Staff Commitment

<p class="Style1">Human resources in an organization are a crucial aspect that determined the effectiveness of it. The implication is that an organization needs to always investing by making the human resources, in this case is the staff to be satisfaction while working. On the other side, the staff commitment in organization is an important thing and the companies have to pay serious attention for it. From the statement above, question like is there any impact of job satisfaction to organizational commitment If demographic became the characteristic that affect internal, external, and general job satisfaction, and is there any impact of job satisfaction to commitment organizational if three components as the indicator of commitment organizational; policy, compensatio4 and working condition appears. Data is gotten by giving 150 questionnaires to accounting and financial staff in manufacturing companies in Bekasi and Jakarta area. The technique to take samples is using a convenience sampling method. This research using Structural Equation Model—SEM for hypothesis test that shows there is an impact from several demographic factors to intrinsic, extrinsic, and general job satisfaction. And there is an impact of job satisfaction to organizational commitment f or company policy, compensation and working condition indicators</p>

Is Professional Commitment The Reason For Turnover Intentions of IT Professionals?

2019 ◽  
Vol 5 (1) ◽  
pp. 124
Author(s):  
Mohamed Buhari Mufitha ◽  
Su Teng Lee ◽  
Chen Chen Yong
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Equation Model ◽  
Professional Commitment ◽  
Turnover Rates ◽  
It Professionals ◽  
Professional Advancement ◽  
Software Engineers ◽  
Job Satisfactions

Compared to others, professionals share distinguish workplace characteristics: one such is the high commitment to the professions over to working organizations. Information Technology (IT) professionals demonstrate higher turnover rates compared to others: their commitments to the profession has been suspected as a source of turnover. Considering their job satisfactions the present study aimed to investigate the influence of professional commitment on IT professionals’ turnover intentions. Data were collected from a sample of software engineers from Sri Lank using a survey questionnaire. The results of the structural equation model analysis concluded that professional commitment weakens IT professionals’ turnover intentions, which is partially mediated by job satisfaction. Professional commitment stimulates IT professionals’ job satisfaction. The findings challenge the presumption that IT professionals leave their organizations due to high commitments to the profession. Few factors were identified as significant in their job satisfactions: supervision, co-workers and work design. Pay and promotions were the least influencing job satisfaction factors. Managers may employ few strategies in their retention strategies: facilitate professional advancement needs within organizations, closely monitor supervision activities occurs and provide challenging and meaningful jobs. The study contributes to the turnover literature through empirical evidence on the influence of professional commitment on knowledge workers’ turnover intentions.

scholarly journals The Impact of Work Ethics on Performance Using Job Satisfaction and Affective Commitment as Mediating Variables: Evidences from Lecturers in Central Java

2013 ◽  
Vol 7 (3) ◽  
pp. 165 ◽  
Author(s):  
Amin Wahyudi ◽  
Tulus Haryono ◽  
Asri Laksmi Riyani ◽  
Mugi Harsono
Keyword(s):  
Job Satisfaction ◽  
Task Performance ◽  
Structural Equation ◽  
Affective Commitment ◽  
Work Ethic ◽  
Equation Model ◽  
Work Ethics ◽  
Central Java ◽  
Mediating Variables ◽  
The Impact

The objective of this study is to examine the impact of work ethics on performance using job satisfaction and affective commitment as mediating variables. The variables used include the dimensions of multidimensional work ethic profile (independent variable), job satisfaction and affective commitment (mediating variables), and performance (dependent variable). The survey research design was applied to meet the objective of this study, with 400 questionnaires had been sent to the lecturers in Central Java. The Structural Equation Model (SEM) was adopted to test some hypotheses developed in this study. The findings, based on the response rate of 76% (304 of the 400) of the questionnaires successfully collected and ready for analysis, are that not all dimensions of multidimensional work ethic profile directly influence the task performance, of the dimensions of  multidimensional work ethic profile, only the dimension of hard work directly and significantly influence the task performance, job satisfaction mediates some of the dimensions of multidimensional work ethic profile on the task performance, and affective<br />commitment do not mediate the influence of all dimensions of multidimensional work ethic profile on the task performance.

scholarly journals ANALISIS PENGARUH BUDAYA ORGANISASIONAL DAN KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASIONAL DAN KINERJA BIDAN PADA RSUD KOTA MATARAM

2019 ◽  
Vol 8 (3) ◽  
Author(s):  
Baiq Sukmawati ◽  
Lalu Suparman ◽  
Surati Surati
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Equation Model ◽  
Sem Analysis ◽  
City Hospital ◽  
Significant Positive Effect ◽  
Mediating Role ◽  
Positive Effect

This study examined the influence of organizational culture and job satisfaction on organizational commitment and performance of midwives in the Mataram City Public Hospital. Specifically the purpose of this study was to determine the significance of the influence of organizational culture, job satisfaction and organizational commitment on the performance of midwives, to know the significance of organizational culture and job satisfaction on organizational commitment, and to know the mediating role of variable organizational commitment in midwives in Mataram City Hospital. The study population was 72 midwives in charge of the RSUD Kota Mataram. This study uses structural equation model analysis (SEM analysis) with smartPLS applications. The results showed that organizational culture and organizational commitment had a significant positive effect on the performance of midwives, while job satisfaction did not significantly affect performance. Organizational culture and job satisfaction have a significant positive effect on organizational commitment. For the influence of mediation on organizational commitment, there is a full mediating role in the influence of job satisfaction on midwife performance, while the influence of organizational culture on the performance of midwives is found to have a partial mediation effect.Keywords:Organizational Culture, Job Satisfaction, Organizational Commitment, Midwife Performance.

scholarly journals Organizational Commitments in Financial Service Audit With Antecedents of Organizational Justice and Job Satisfaction

2020 ◽  
Vol 11 (4) ◽  
pp. 86
Author(s):  
Petrus Ridaryanto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Structural Equation ◽  
Interactional Justice ◽  
Equation Model ◽  
Quality Of Services ◽  
Accounting Firms ◽  
And Performance

Public trust in a profession is determined by the reliability, accuracy, timeliness, and quality of services or services that can be provided by the auditor profession. Although the auditor's work and performance procedures have tended to be supervised and determined strictly and formally by external institutions, studies have shown that the context of the internal environment has an effect on improving auditor performance. This study seeks to analyze the effect of organizational justice and job satisfaction in the auditor's environment on organizational commitment. It focuses more on behavioral accounting, specifically relating to the auditor's work environment, by taking the object of the treatment's influence in the organization's internal participation and involvement of auditors that is reflected by organizational commitment. By using the Structural Equation Model (SEM), the findings show that procedural justice and interactional justice are empirically proven to influence organizational commitment. On the other hand, distributive justice has no effect on organizational commitment, and job satisfaction has also been proven empirically to have no effect on organizational commitment. These results provide input for public accounting firms so as not to overlook the fairness factor in providing rewards to auditors. In the case of fairness the awarding of rewards / awards to the auditor is not only limited to the amount of reward, but also the process for determining the amount of the reward.

scholarly journals Anteseden Kepuasan Kerja dan Hubungan Kepusan Kerja dengan Loyalitas Karyawan (Studi pada Mitra PT. Gojek Indonesia di Surakarta)

2018 ◽  
Vol 1 (1) ◽  
pp. 64-79
Author(s):  
Muhamad Mika Rizki ◽  
Anastasia Riani Suprapti
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Hypothesis Test ◽  
Sampling Technique ◽  
Training And Development ◽  
Equation Model ◽  
Model Fit ◽  
Test Model ◽  
Moderation Effect ◽  
Reward And Recognition

The purpose of this study is to examine the relation of the antecedents job satisfaction and the relation of the job satisfaction with job loyalty. Specifically this research was done to the gojek partner in the region of Surakarta. Data in this study were collected through questionnaires distributed to respondents. The number of samples in this study is 125. Sampling technique used is purposive sampling. Method used in this study is Structural Equation Model (SEM).  The test conducted are instrument test, model fit test, hypothesis test, and moderation effect test. The instrument used in this study is SmartPLS 3. The result of this study indicate that the antecedents of satisfaction are empowerment and participation, working condition, reward and recognition, teamwork, training and development have a positive relation on job satisfaction, and then job satisfaction is positively related to the job loyalty.

scholarly journals Transformational leadership positive influence toward employee engagement through job satisfaction and its effect on improving organizational commitment

2020 ◽  
Vol 13 (2) ◽  
pp. 281
Author(s):  
Anik Herminingsih
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Transformational Leadership ◽  
Organizational Commitment ◽  
Employee Engagement ◽  
Structural Equation ◽  
Positive Influence ◽  
Equation Model ◽  
Confirmatory Factor ◽  
Positive Effect

<p>This study aims to analyze the effect of transformational leadership on Organizational commitment through job satisfaction and employee engagement as mediating variables. Furthermore, as many as 112 nurses are involved as respondents, and the data are gathered with self-rating questionnaire. The Data are analyzed by using structural equation model. The confirmatory factor analysis shows that all questions in the instruments are valid and reliable. The research indicates that transformational leadershippositively and significantly affects on job satisfaction and employees’ engagement, but it does not have a direct effect on organizational commitment. Therefore, it is concluded that transformational leadership has a positive effect on organizational commitment mediated by job satisfaction and employee engagement. </p>

scholarly journals PENGARUH KEPUASAN KERJA DAN KOMPENSASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL INTERVENING PADA KANTOR KECAMATAN DI WILAYAH BARAT KABUPATEN ACEH UTARA

2021 ◽  
Vol 6 (2) ◽  
pp. 1
Author(s):  
Misbahuddin Misbahuddin ◽  
Mohd Heikal ◽  
Naufal Bachri
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Equation Model ◽  
Primary Data ◽  
Citizenship Behavior ◽  
District Office ◽  
The Relationship

This study aims to determine the effect of job satisfaction and compensation on organizational commitment and job satisfaction, compensation and organizational commitment to organizational citizenship behavior and organizational commitment to mediate the relationship between job satisfaction and compensation on organizational citizenship behavior. The data used in this study are primary data of 135 respondents at the District office in the West Region of North Aceh Regency. The data analysis method in this study uses a structural equation model with the help of analysis of moment structure. The results of the study found that job satisfaction has a positive and significant effect on organizational commitment. Meanwhile, compensation has no effect on organizational commitment. Another finding is that organizational commitment and job satisfaction have a positive and significant effect on organizational citizenship behavior. Furthermore, compensation has a negative and significant effect on organizational citizenship behavior. Organizational commitment fully mediates the effect of job satisfaction on organizational citizenship behavior, but organizational commitment does not mediate the relationship between compensation and organizational citizenship behavior.

scholarly journals Organizational Commitment And Turnover Intentions Of Marketing Managers

2011 ◽  
Vol 10 (3) ◽  
pp. 87 ◽  
Author(s):  
James B. DeConinck ◽  
Duane P. Bachmann
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation Model ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Intention To Leave ◽  
Equation Model ◽  
Marketing Managers ◽  
Promotional Opportunity ◽  
Antecedents And Consequences

<span>Previous research has increased our understanding of organizational commitment; however, few researchers have analyzed the antecedents and consequences of organizational commitment of marketing managers. A structural equation model explaining the organizational commitment of 335 marketing managers was developed and tested. Higher levels of distribute justice, job satisfaction, promotional opportunity and seniority were significant predictors of organizational commitment. Marketing managers intention to leave their jobs was highly influenced by their degree of organizational commitment. Kinship responsibility was not a significant predictor in the model.</span>

scholarly journals Caring Climate, Komitmen Organisasi, Dan Kepuasan Kerja

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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