scholarly journals Faktor-Faktor yang Mempengaruhi Kinerja Karyawan: Model Pengujian dengan Variabel Mediasi

Telaah Bisnis ◽  
2016 ◽  
Vol 16 (1) ◽  
Author(s):  
Kusjainah Kusjainah ◽  
Inon Listyorini
Keyword(s):  
Job Satisfaction ◽  
Leadership Styles ◽  
Leadership Style ◽  
Stepwise Regression ◽  
Employee Performance ◽  
Research Subject ◽  
Regression Methods ◽  
Relationship Motivation ◽  
Result Show ◽  
The Relationship

Abstract This study discusses faktors influencing employees performance. The independent variabels Motivation and Leadership Styles, while the independence variabel is employees performance.The job satisfaction variabels considered as a variabel mediating the realtion between dependent and independent variabel. Motivation is predicted influencing employees performance directly or indirectly through the variabel job satisfaction. Motivation and leadership style predicted to have a direct effect and an indirect effect through job satisfaction on employee performance. The research subject is the employees who work in profit-oriented organizations around Yogyakarta. Research data are collected through distributing questionnaires toresearch subject. Mediating regression analysis is applied with stepwise regression methods. The result show that motivation and leadership style influence significantly the employee performance. Job Satisfaction Variabels not proved to mediate the relationship Motivation and Leadership Style to Performance. Thus, motivation dan leadership style directly influence the employees performance.

scholarly journals Human Resource Management Of Bureaucracy In Indonesia: Is It True That Job Satisfaction Increases Employee Performance ?

2021 ◽  
Vol 58 (1) ◽  
pp. 3218-3231
Author(s):  
Meimoon Ibrahim, Ilyas Lamuda
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Structural Equation ◽  
Employee Performance ◽  
Provincial Government ◽  
Equation Modeling ◽  
Critical Ratio ◽  
Relationship Of ◽  
Analytical Tools ◽  
The Relationship

Objective: This study aims to analyze how the effect of leadership variables on employee performance with job satisfaction as intervening in the provincial government of Gorontalo-Indonesia. Methods: The approach used is explanatory research, pattern of research that seeks to explain the relationship of variables referred so that the relationship of these variables can be tested with a quantitative approach and hypothesis testing used is the method of Structural Equation Modeling, with analytical tools of Loading Factor and Critical Ratio which is preceded by a validity test and reliability test.  The sample was drawn randomly according to representative samples at the level of the position group as many as 5% employee population of the Provincial it. Results ;The results of the study show that leadership style has a positive and significant influence on job satisfaction and leadership style has an effect on employees' performance, but job satisfaction has negative and non-significant effect on employee performance. Conclusion; Expected that this research could also be developed in other fields or a wider scope and not only because each region has different characteristics. So it is recommended that policy makers as bureaucratic managers to pay more attention to job satisfaction factors in order to further improve employee performance.

scholarly journals RELATIONSHIP OF COMPENSATION, AND AUTHORITARY LEADERSHIP STYLES AND EMPLOYEE PERFORMANCE

2019 ◽  
Vol 19 (2) ◽  
pp. 71-81
Author(s):  
Ely Rohmawati ◽  
Ani Wulandari
Keyword(s):  
Leadership Styles ◽  
Leadership Style ◽  
Employee Performance ◽  
Rank Correlation ◽  
Test Reliability ◽  
Spearman Rank Correlation ◽  
Authoritarian Leadership ◽  
Descriptive Validity ◽  
Relationship Of ◽  
The Relationship

This study aims to determine the relationship between compensation and authoritarian leadership style with employee performance at PT. Circle K Indonesia Utama Surabaya. The number of respondents in this study was 68 employees. The research method used is descriptive, validity test, reliability test, and spearman rank correlation calculation. The results showed that the compensation variables and authoritarian leadership style had a strong and significant relationship with employee performance. Strategies that can be applied by PT. Circle K Indonesia Utama Surabaya to improve employee performance, namely paying more attention to activities and providing employee compensation appropriately and accordingly. Also, improve the leadership style used by leaders.

scholarly journals Pengaruh Budaya K3 dan Gaya Kepemimpinan terhadap Kepuasan Kerja dan Kinerja Karyawan pada Divisi Operasi Tambang Di PT Newmont Nusa Tenggara

2013 ◽  
Vol 9 (1) ◽  
Author(s):  
Kasan Mulyono
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Path Analysis ◽  
Leadership Styles ◽  
Leadership Style ◽  
Safety Culture ◽  
Employee Performance ◽  
Primary Data ◽  
Mining Operations ◽  
Heavy Equipment

There have been many studies on organizational culture. However, there have been not many studies on safety culture especially in Indonesia. Furthermore, the studies of safety culture in its relations to leadership styles, job satisfaction and employee performance have been little. This study examines the impacts of safety culture and leadership styles on employee performance with job satisfaction as an intervening variable. Primary data was obtained from the perception of employees who worked at Mining Operations Division of PT Newmont Nusa Tenggara, copper/gold mine in West Sumbawa, West Nusa Tenggara province. Data was collected through questionnaires sent to 150 employees, mostly heavy equipment operators and several field foremen. 131 were completed and returned however only 119 were valid for analysis. Statistical method used to test each hyphotesis was path analysis. The results showed that most hypothesis were confirmed. From five hypothesis, only one (H2) that had to be rejected. While four hypothesis i.e. H1, H3, H4 and H5were accepted. These results indicated that safety culture has a significant impact on job satisfaction (H1) but has no significant impact on performance (H2). Whilst leadership style has a significant impact on both job satisfaction (H3) and employee performance (H4). Finally, job satisfaction has a significant impact on employee performance (H5). Key words: Organizational culture, safety culture, leadership style, job satisfaction, performance, path analysis.

scholarly journals Leadership style and job satisfaction: A developing economy perspective

2013 ◽  
Vol 10 (4) ◽  
pp. 390-399 ◽  
Author(s):  
Jeevarathnam Parthasarathy Govender ◽  
Hari Lall Garbharran ◽  
Roland Loganathan
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Leadership Styles ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Multifactor Leadership Questionnaire ◽  
Satisfaction Questionnaire ◽  
Minnesota Satisfaction Questionnaire ◽  
Multifactor Leadership ◽  
The Relationship

Research has suggested a relationship between leadership style and job satisfaction. This paper examines this relationship in the context of a developing country, viz., South Africa. The objective of the paper is to assess the relationship between the two variables as well as the influence of biographical variables on leadership style and job satisfaction. The survey was based on the Minnesota Satisfaction Questionnaire and the Multifactor Leadership Questionnaire. The results suggest a significant correlation between the three leadership styles, viz., transformational leadership, transactional leadership and laissez-faire leadership, and job satisfaction. There were no significant differences between the biographical variables and the three leadership styles.

scholarly journals EMOTIONAL INTELLIGENCE, LEADERSHIP STYLE AND JOB SATISFACTION OF EDUCATORS ON THE PERFORMANCE OF STATE UNIVERSITIES IN CALABARZON (PHILIPPINES)

2020 ◽  
Vol 8 (12) ◽  
pp. 81-103
Author(s):  
Albina Sacramento-Bunyi, Ed. D. ◽  
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Leadership Styles ◽  
Leadership Style ◽  
International Standards ◽  
State Universities ◽  
Licensure Examination ◽  
The Relationship

Manuscript History Emotional intelligence and leadership styles are ones of the most important dimensions that educators should take into consideration in order to function well. Functioning well and fulfilling their duties and responsi-bilities in educating learners means thatjob satisfaction isevident in their part. Educators emotional intelligence,leadership styles and job satisfaction may be reflected on the performance of state universities in CALABARZON terms of licensure examination for teachers, accreditationacademic rank, and International Standards for Organization (ISO).This study determined the relationships of educatorsemotional intelligence, leadership styles and job satis-faction on the performance of state universities in CALABARZON, Philippines. A questionnaire was used tocollect data that established the relationship between the variables – the emotional intelligence, leadership styles,and job satisfaction of educators on the performance of state universities Recommendations were specified to measure other dimensions that may attribute to the performance of state universities.

Evaluation Moderating Role of Organizational Trust on Relationship Between Leadership Styles with Employee Performance

10.31355/19 ◽  
2018 ◽  
Vol 2 ◽  
pp. 001-017
Author(s):  
Maryam Pourakbar
Keyword(s):  
Leadership Styles ◽  
Leadership Style ◽  
Employee Performance ◽  
Organizational Trust ◽  
Authoritarian Rule ◽  
Factors Affecting ◽  
Management Participation ◽  
The Impact ◽  
The Relationship ◽  
Moderating Role

NOTE: THIS ARTICLE WAS PUBLISHED WITH THE INFORMING SCIENCE INSTITUTE. Aim/Purpose................................................................................................................................................................................. The main objective of this study is to analyze the relationship between leadership style, performance, and organizational trust. In addition, it will look into the relationship between four leadership styles and employee performance moderating by organizational trust in the case of Shahid Hashemi Nejad Gas Refinery. Background................................................................................................................................................................................. The leadership is one of the key important functions in the organization. The leader is the one who can control factors and practices in the organization such as: individual rights, working conditions, and policies of the organization, assess progress and assign responsibility. In fact, how the leaders controls these factors and motivate the staff is and index of the extent to which the leader has been effective. For this reason, it is expected that the person who is the leader of an organization does necessarily have an understanding of how to perform all the duties of a manager. However, there has not been a complete research on the effectiveness of organizational trust in the relationship between leadership style (based on Likert’s theory) and the performance of employees in government agencies. Therefore, the main research question is; whether organizational trust has a moderating role in the relationship between leadership style and employee performance. Methodology................................................................................................................................................................................. The present study is applied research.The measurement instruments used in this research is a survey questionnaire. The Validity and reliability of the questionnaires are based on expert opinions. The statistical population of this research is all employees of Shahid Hashemi Nejad Gas Refinery using stratified random sampling. A total of 196 employees were selected as the sample of this study. The structural equation modeling (SEM) was perfumed in order to answer the research questions. Contribution................................................................................................................................................................................. This paper aims to focus on the sanctions, limitations and seriousness of the situation and prioritize steps to use the right leadership style in organizations. Findings...................................................................................................................................................................................... In general, the findings of the research indicate the absence of evidence of a moderating role played by organizational trust (horizontal, vertical, institutional) in the relationship between leadership style and employee performance. Recommendations for Practitioners.......................................................................................................................................... This paper subtly suggests a certain course of action and serious recognition of flaws and deficiencies in the system that are obvious and emerges and which are critical and must be addressed. Recommendation for Researchers............................................................................................................................................. It is suggested that this type of research needs to be conducted in private-ownership organizations; that one measures and analyzes the impact of leadership styles on employee commitment and the effectiveness of management participation. Considering the level of performance of staff in relation to leadership styles, it is suggested that other factors that affect or interact with employee performance in the organization are investigated. For example, investigate factors affecting the establishment of authoritarian rule. Impact on Society.................................................................................................................................................................... All public and private companies can increase their employees’ performance by using and improving their leadership style. Future Research....................................................................................................................................................................... More research needs to be done in private organizations with respect to the impact of leadership styles on employee commitment; and with respect to the effectiveness of management participation versus authoritarian rule. There are other factors affecting or interacting with the performance of employees in the organization that should be investigated. For Example, to investigate the factors affecting the establishment of institutional trust in an organization.

scholarly journals KINERJA KARYAWAN: PERAN GAYA KEPEMIMPINAN DAN KEPUASAN KERJA

2020 ◽  
Vol 5 (1) ◽  
pp. 289-298
Author(s):  
Wier Ritonga ◽  
Machmed Tun Ganyang
Keyword(s):  
Job Satisfaction ◽  
Path Analysis ◽  
Leadership Style ◽  
Design Methodology ◽  
Employee Performance ◽  
Employee Job Satisfaction ◽  
And Performance ◽  
Performance Satisfaction ◽  
Path Analysis Approach ◽  
The Relationship

Purpose- This study aims to examine the relationship between leadership, job satisfaction, and employee performance. Design/methodology/approach- A total of 45 respondents were used as research samples through questionnaires. Data were analyzed using the path analysis approach with the help of the LISREL program. Findings- The results show that leadership has a positive and significant effect on job satisfaction and performance, and job satisfaction has also been shown to have a significant effect on performance. Implications-The results of this study suggest that managers put forward a democratic and supportive style to improve employee job satisfaction through providing opportunities to subordinates to provide ideas/suggestions in various decisions taken by the company, Keywords: performance, satisfaction, leadership style

scholarly journals HRM PRACTICES AND ITS IMPACT ON EMPLOYEE PERFORMANCE: A STUDY OF THE CEMENT INDUSTRY IN INDONESIA

2018 ◽  
Author(s):  
Ridwan ◽  
H. Mursalim Umar Gani ◽  
H. Achmad Gani ◽  
H. Sunusi Hamid
Keyword(s):  
Job Satisfaction ◽  
Leadership Styles ◽  
Direct Effect ◽  
Leadership Style ◽  
Indirect Effect ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Commitment ◽  
Work Climate ◽  
Exogenous Variable

This research aims to examine and analyze the effect of human resource management practices (i.e. leadership styles, employee commitment, work motivation, and work climate) on employee job satisfaction and employee performance. This study used primary data obtained through a survey to 221 employees as a sample. The result of Structural Equation Modelling (SEM) analysis shows that empirically the leadership style, employee commitment, work motivation, and work climate have positive and significant impact on job satisfaction. Leadership style, employee commitment, work motivation, and work climate, either directly or indirectly have a positive and significant effect on employee performance through job satisfaction as variable intervening. Job satisfaction has a direct positive and significant effect on employee performance. The direct effect of leadership styles, employee commitment, motivation and work climate on employee performance is positive, which means that when the exogenous variables improved the job satisfaction and employee performance will increase. The indirect effect of exogenous variable on employee performance through job satisfaction is positive. The total effect which is the sum of the direct and indirect effects through job satisfaction obtained positive value, which means there is effect of direct effect and indirect effect of exogenous variable on employee performance through job satisfaction.

The Effect of Leadership Style and Organizational Culture on Employee Performance Through Job Satisfaction as an Intervening Variable at Telkom Indonesia Regional VII Division

2019 ◽  
Vol 1 (3) ◽  
pp. 37-50
Author(s):  
Ilham Himawan ◽  
Idrus Taba ◽  
Andi Reni
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Leadership Style ◽  
Employee Performance ◽  
Primary Data ◽  
Full Time ◽  
Relationship Of ◽  
The Relationship ◽  
Intervening Variables ◽  
Positive Effect

This study aims to determine the relationship of leadership style and organizational culture on employee performance through job satisfaction as intervening variables in Telkom Indonesia Regional VII Division. The population of the study is based on managerial & staff job positions consisting of 62 respondences from 161 full-time employees of Indonesia state-owned telecommunication company, Telkom Indonesia Regional VII Division. This research used quantitive methods. The primary data were collected by the questionnaire as the instrument to prove the results of the study. By using Smart Partial Least Squares (PLS), the analysis of collected data revealed and to test the hypotheses. According to the findings of this research supported the positive effect of leadership style, organizational culture, and job satisfaction through employee performances. The hypotheses analysis in the study has no significant effect of leadership style on employee performance, whereas job satisfaction as partial mediating.

scholarly journals Loyalty as Mediator in the Relationship of Leadership Style and Performance: An Examination among Commercial Banks Employees in Klang Valley, Malaysia

2019 ◽  
Vol 9 (1) ◽  
pp. 3401-3410
Keyword(s):  
Leadership Styles ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Employee Performance ◽  
Employee Loyalty ◽  
Klang Valley ◽  
Transactional Leadership Style ◽  
And Performance ◽  
Relationship Of ◽  
The Relationship

This paper attempts to present a snapshot of leadership’s style impact and influence and other related effectingreasonstowardstheemployee‘sperformanceandloyaltyinb ankingindustry.Baseonreviewofpastliteratures,majorityofthestudi eshadidentifiedapositiverelationshipbetweentransformational leadership and transactional leadership style toward employee loyalty and performance within the company.Thestudypopulationcomprised five headquarterofficesofcommercialbanksaroundKuala LumpurCity.Theresultofthisresearchdidsupportmostoftheresearc hesdone previously inceithas been found that both leadership styles have significant (positive) relationship towards employee performance in banking industry. This paper also concluded that employee loyalty do have mediation effectbetweentransformationalleadershipandemployeeperforman ceaswellasbetweentransactional leadership and employee performance. Additionally, it also proves that demographic characters do not have significant influence on employee loyalty and performance within an organization.

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