scholarly journals An Impact of Employee Commitment and Organizational Climate on Employee Job Satisfaction and Retention in Star Hotels in Coimbatore District

2019 ◽  
Vol 8 (3) ◽  
pp. 6500-6503
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Structural Equation ◽  
Employee Retention ◽  
Employee Commitment ◽  
Equation Model ◽  
Job Opportunities ◽  
Coimbatore District ◽  
Commitment Level ◽  
The Impact

In the competitive world, the hotel has become a rapidly growing industry. It has created more job opportunities and developed infrastructure. The inspiring growth of Foreign Tourist Arrivals (FTAs) shows that India still has a huge untapped potential in tourism. In this study we look into the impact of organizational climate and employee commitment on job satisfaction and employee retention. The structural equation model (SEM) is carried out to identify the importance of climate and its effects on the commitment level of employees, and assess the employee’s job satisfaction and employee retention in the hotel industry. It explores how employee commitment and organization climate help them get job satisfaction and us predict the employee turnover.

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

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.

scholarly journals ANALYSIS OF THE IMPACT OF LEADERSHIP STYLE AND JOB SATISFACTION ON TURNOVER INTENTION THROUGH JOB STRESS AT CUSTOMER SERVICE (FRONTLINE) PT TIKI JALUR NUGRAHA EKAKURIR (JNE)

2019 ◽  
Vol 17 (1) ◽  
pp. 33
Author(s):  
Sri Mulyani ◽  
Hendra Gunawan
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Customer Service ◽  
Leadership Style ◽  
Turnover Intention ◽  
Structural Equation ◽  
Equation Model ◽  
Primary Data ◽  
Negative Effect ◽  
The Impact

<p>The problem of this research was Turnover intention is a factor of discomfort experienced agent in a company. Turnover intention needs to get serious attention to the organization especially to leadership or manager so can applying force leadership proper and improve job satisfaction to reduce job stress in the company.<br />The purpose of this research was the effect of leadership style and job satisfaction toward Turnover intention throught job stress at customer service (frontline) PT Tiki Jalur Nugraha Ekakurir (JNE), Tomang Jakarta.<br />The methodology of this research was testing hypothesis. The data used were primary data collected from questionaire. The samples consisted of 164customer service (frontline)PT Tiki Jalur Nugraha Ekakurir (JNE), which were determined through purposive sampling method. The data were analyzed through Structural Equation Model (SEM) of AMOS version 23.0for Windows.<br />The results of the study showed that there have been negative effect and significant between leadership style and job satisfaction toward Turnover intention throught job stress. The role of job stress very dominant as a mediator the influence of leadership style and job satisfaction toward Turnover intention.<br />Implication of this research is expected to managers can increase the determinants job stress itself for example by raising job satisfaction (salary, reward, job promotion) and applying force leadership proper and able to adjust with all the work situation.</p>

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 PENGARUH GAYA KEPEMIMPINAN TERHADAP KOMITMEN ORGANISASI MELALUI ASPEK KEPUASAN KERJA KARYAWAN DAN KEPERCAYAAN PADA SEKTOR PERBANKAN

2015 ◽  
Vol 8 (1) ◽  
pp. 145
Author(s):  
Nina Zahra
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Central Asia ◽  
Structural Equation Model ◽  
Leadership Style ◽  
Structural Equation ◽  
Equation Model ◽  
Organization Commitment ◽  
The Impact

<p>This research refers to the previous research which has done by Chiang and Wang (2012)<br />and also completed by Kalber and Cenker (2007). This research is about “the impact of leadership<br />style on organization commitment mediating by job satisfaction and trust on employed at bank<br />sectors”. The background of this research is to know the impact of leadership style on organization<br />commitment. The purpose of this research is to examine the impact of leadership style on<br />organization commitment mediating by job satisfaction and trust. The research is using primary<br />data by spreading questionnaires to 250 employes of banking sectors in DKI Jakarta, such as:<br />Bank Mandiri, Bank Negara Indonesia, Bank Jabar, Bank Bukopin and Bank Central Asia during<br />2015, however there are 201 questionnaires were returned. The method of data analysis used is<br />Structural Equation Model (SEM). The result of this research concludes that there are positive<br />impacts of leadership style on organization commitment mediating by job satisfaction and trust.<br />Keywords: Leadership Style, Job Satisfaction, Trust, Organization Commitment, Banking Sectors.</p>

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

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.  

scholarly journals PENGARUH KOMPENSASI TERHADAP RETENSI KARYAWAN MELALUI KEPUASAAN KERJA DAN KOMITMEN AFEKTIF PADA BEBERAPA RUMAH SAKIT DI DKI JAKARTA

2014 ◽  
Vol 7 (1) ◽  
pp. 199
Author(s):  
Diah Puji Astuti ◽  
Mutiara Sibarani Panggabean
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Employee Retention ◽  
Affective Commitment ◽  
Compensation Effect ◽  
Positive Influence ◽  
Equation Model ◽  
Primary Data ◽  
Work Attitude ◽  
Type C

<p><span><em>This research refers to a previous study conducted by Anis et al., (2011); Chee Hong et al., (2012) </em><span><em>and completed by Lamba &amp; Choudhary (2013). This research is about “Compensation effect on the </em><span><em>retention of employees through job satisfaction and affective commitment in several hospitals in </em><span><em>Jakarta”. The background of this research is to analyze the Employee Retention refers to the policy </em><span><em>of the hospital to prevent the employee out of the hospital. The purpose of this research was to </em><span><em>examine the effect of Compensation for Employee Retention Through Work Attitude. The design of </em><span><em>this research using primary data obtained by distributing questionnaires to 105 Hospital of type C </em><span><em>in Jakarta. Data analysis method used is Structural Equation Model (SEM). The results of this </em><span><em>research concluded that there is a positive influence through the Employee Retention Compensation </em><span><em>for Work Attitude.</em></span></span></span></span></span></span></span></span></span></span></p><p><span><span><span><span><span><span><span><span><span><span><em></em><br /><strong><em>Keywords</em><em>: Compensation, Employee Retention, Job Satisfaction, Affective commitment, Hospital</em></strong></span></span></span></span></span></span></span></span><br /></span></span></p>

scholarly journals The effect of commitment, leadership and compensation on job satisfaction and performance of government apparatus in West Sulawesi Province

2019 ◽  
Vol 3 (1) ◽  
pp. 1
Author(s):  
Atika Atika ◽  
Basri Modding ◽  
Baharuddin Sammaila ◽  
Hamzah Hafied
Keyword(s):  
Job Satisfaction ◽  
Organizational Performance ◽  
Structural Equation Model ◽  
Structural Equation ◽  
Fundamental Problem ◽  
Equation Model ◽  
Individual Characteristics ◽  
Study Results ◽  
And Performance ◽  
The Impact

<p>The apparatus performance is a fundamental problem affecting the organizational performance of West Sulawesi Province Government. Many factors affect it, both individual characteristics and organizational, especially commitment, leadership, compensation and job satisfaction. This study analyzes the effect of organizational commitment, leadership and compensation on job satisfaction and the impact on apparatus performance. The study was conducted on 358 respondents of Government apparatus in West Sulawesi Province. The data was collected by five point Likert scale and analyzed by Structural Equation Model (SEM). The study results found that commitment and leadership affect on job satisfaction and apparatus performance. While compensation only affects job satisfaction and does not affect on performance apparatus.</p>

scholarly journals Analisis Pengaruh Kualitas Layanan, Orientasi Pasar, dan Kepuasan Konsumen Terhadap Kinerja Pemasaran PT. Wisang Utama Mandiri Surabaya

2015 ◽  
Vol 2 (01) ◽  
Author(s):  
Navi Muda Priyatna
Keyword(s):  
Job Satisfaction ◽  
Service Quality ◽  
Market Orientation ◽  
Consumer Satisfaction ◽  
Structural Equation ◽  
Research Result ◽  
Equation Model ◽  
Sem Analysis ◽  
Marketing Performance ◽  
The Impact

Abstract: Company competition surrounding today is colored with the fast changes and full of uncertainties. And, the problem faced by companies in present is the decrease of job volume, in which this matter takes place due to the impact of the decline of demands for the electric installation construction service to PT. Wisang Utama Mandiri. The job volume decline, perhaps, there any factors causing it, they are, among others, the poorly service quality, the market demands that not accommodated by the company, even the consumer satisfaction that not yet maximal, these cases, of course, so impacted on company incomes.From the result of testing on model in this research, by using random sampling, structural equation model (SEM) analysis, and the assistance of software Amos 22, on 100 respondents, that it was able to explain the Analysis of the Effects of Service Quality, Market Orientation, and Consumer Satisfaction on the Marketing Performance of PT. Wisang Utama Mandiri of Surabaya.The research result indicated that: 1) Service quality has effect on consumer satisfaction. 2) Service quality has effect marketing performace. 3) Market orientation has effect on consumer satisfaction. 4) Market orientation has effect on marketing performance. 5) Employee job satisfaction has significant effect on marketing performance.Of the three variables hypothesized as influential in this research, whose value largest is the direct relevance between market orientation and marketing performance.Key words: PT. Wisang Utama Mandiri, Service quality, Market orientation, Job satisfaction, Marketing performance

A Structural Equation Model for Measuring the Impact of Employee Retention Practices on Employee’s Turnover Intentions: An Indian Perspective

2014 ◽  
Vol 1 (2) ◽  
pp. 221-247 ◽  
Author(s):  
Vaneet Kashyap ◽  
Santosh Rangnekar
Keyword(s):  
Human Resource ◽  
Structural Equation Model ◽  
Employee Turnover ◽  
Structural Equation ◽  
Employee Retention ◽  
Turnover Intentions ◽  
Equation Model ◽  
Retention Management ◽  
The Impact

The role of human resource management practices dealing with employee turnover has been widely explored and examined in the existing literature. The majority of human resource management researchers have focused on the role of policies and practices in different sectors related to employee retention. However, less attention has been given to identify the practices and policies common across all industries and sectors. The present study attempts to identify and examine the most important practices of employee retention management and proposes a comprehensive structural equation model to measure the impact of these practices on employee’s turnover intentions. After an extensive review of literature, compensation, job characteristics, training, career opportunities and work–life balance have been identified as five important practices dealing with employee turnover and are common across all industries. These practices constitute the component factors of an employee retention management predicting employee’s turnover intentions. A five-factor scale with a 33-item measurement model has been validated in the study. Theoretical and managerial implications are discussed in the light of the findings.

scholarly journals The Impact of Employee Engagement on Employee Retention: The Role of Psychological Capital, Control at Work, General Well-Being and Job Satisfaction

2020 ◽  
Vol 4 (1) ◽  
pp. 67
Author(s):  
Tehseena Ashraf ◽  
Danish Ahmed Siddiqui
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Structural Equation ◽  
Employee Retention ◽  
Psychological Capital ◽  
Well Being ◽  
Equation Modeling ◽  
Mediator Role ◽  
Promising Area ◽  
The Impact

Employee engagement and retention is a promising area in management as well as psychology. The purpose of this paper is to examine the effects of employee engagement (EE) on their retention (ER). We proposed a theoretical framework model explaining how employee engagement affects their retention. The original model linked engagement with control at work (CAW) and general well-being (GWB) through psychological capital (PsyCap). We extended this model by linking CAW and GWB to employee retention. We further added job satisfaction (JS) as a mediator between EE and ER. To establish its empirical validity, we conducted a survey from 200 employees working in different companies in Pakistan by using a close ended likert scale type questionnaire. Data was analyzed using confirmatory factor analysis and structural equation modeling. Findings suggested a positive significant relationship between EE and ER. PsyCap, CAW and JS play a significant mediator role for EE and ER, only GWB does not mediates the relationship between EE and ER. This research will help in understanding how to retain employees and mounting their psychological capital through training and development, since when employees will be happy and motivated, they can perform well and will have job satisfaction. As a result, the level of intention of employees to leave would be low. This study is preliminary the first to investigate the association between EE and ER through many other constructs (PsyCap, CAW, GWB and JS) in the Pakistani context.

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