scholarly journals The Relationship Among Superleader, Perceived Organizational Support and Work Performance Mediated By Work Satisfaction and Employee

2019 ◽  
Vol 8 (4) ◽  
pp. 2406-2415
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Organizational Support ◽  
Work Performance ◽  
Perceived Organizational Support ◽  
Work Satisfaction ◽  
Insignificant Effect ◽  
And Performance ◽  
Indirect Relationship ◽  
The Relationship

The research aims to analyze and explain the effect of Superleader on Employee Engagement; the effect of Superleader on work satisfaction; the effect of Superleader on work performance; the effect of Perceived Organizational Support on Employee Engagement, the effect of Perceived Organizational Support on work satisfaction; the effect of job satisfaction on Employee Engagement; the effect of job satisfaction on work performance and the effect of Employee Engagement on work performance. The number of samples used in this research was 240 people. The data was analyzed by using Generalized Structured Component Analysis (GSCA). The result shows that Superleader had both positive and significant effect on work performance, Superleader led significantly to Employee Engagement, Superleader had positive effect but insignificant on work performance, Perceived Organizational Support had a positive and significant relationship on job satisfaction, Perceived Organizational Support had positive and significant effect on Employee Engagement, Perceived Organizational Support led positively but insignificantly to work performance, Job Satisfaction led to Employee Engagement both positively and significantly, Job Satisfaction had a positive and significant effect as well on work performance. While the indirect relationship between Superleader and Performance mediated by Satisfaction based on Sobel test showed insignificant effect. The insignificant effect of Perceived Organizational Support variable on Performance mediated by Satisfaction showed significant result. Moreover, the indirect effect between Perceived Organizational Support variable on Performance mediated by Employee Engagement also indicateed a significant result.

scholarly journals MEDIATION EFFECT OF JOB SATISFACTION ON ORGANIZTIONAL CITIZENSHIP BEHAVIOUR

2020 ◽  
Vol 7 (2) ◽  
pp. 171
Author(s):  
Leo Tri Hartantyo
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Direct Relationship ◽  
Mediation Effect ◽  
Citizenship Behavior ◽  
Indirect Relationship ◽  
The Relationship

An organization always need good employees to achieve the goals, Willingness to work optimally, being able to volunteer to work, not just fixing on his duties and responsibilities as a member of the organization becomes important. This research aims to look at the effect of job satisfaction in mediating the relationship between Islamic work ethics (IWE) and perceived organizational support (POS) on Organizational Citizenship Behavior (OCB). A total 64 manufacturing company employees participated in the study. The results showed that job satisfaction can be a mediator between IWE and POS on OCB. It was found that the effect of IWE on OCB directly is more significant than indirect relationship. Conversely, impact of POS on OCB indirectly is more significant than direct relationship. This means that without job satisfaction POS can significantly influence OCB.

scholarly journals Analisis Dukungan Organisasional Persepsian Dan Employee Engagement Terhadap Kinerja Karyawan: Kepuasan Kerja Sebagai Pemediasi

2020 ◽  
Vol 9 (3) ◽  
pp. 286-304
Author(s):  
YUNI SISWANTI YUNI ◽  
Krisnandini Wahyu Pratiwi
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Organizational Support ◽  
Research Method ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Validity And Reliability ◽  
Permanent Employees ◽  
Simple Regression

This study aims to analyze the effect of perceived organizational support (POS) and employee engagement on performance and the role of job satisfaction in mediating the effect of perceived organizational support (POS) and employee engagement on performance. The population in this study were permanent employees at PT. Solusi Bangun Indonesia Tbk. The research method used was a survey and a sample size of 185 employees. The research instrument adopted from previous research. Retrieval of data by means of questionnaires and interviews. Validity and reliability tests show all questionnaire items are valid and reliable. To test H1 and H2 with simple regression, H3 and H4 test with Baron and Kenny regression model. The results of hypothesis testing show that: (1) perceived organizational support has a significant effect on employee performance, (2) employee engagement has a significant effect on employee performance, (3) job satisfaction partially mediates the effect of perceived organizational support on employee performance, and (4) job satisfaction does not mediate the effect of Employee engagement on employee performance.  

Influence of Perceived Job Enrichment and Goal Characteristics on Employees' Satisfaction, Motivation, and Performance

1984 ◽  
Vol 54 (1) ◽  
pp. 131-137 ◽  
Author(s):  
Léandre J. Maillet
Keyword(s):  
Work Performance ◽  
Work Motivation ◽  
Work Satisfaction ◽  
Performance Measure ◽  
Job Descriptive Index ◽  
Design Variables ◽  
Job Enrichment ◽  
And Performance ◽  
The Relationship ◽  
Goal Characteristics

This article describes (a) the relationship of goal setting and job enrichment with work satisfaction, intrinsic work motivation and performance, (b) the importance of growth need strength as a moderating variable, and (c) the evidence for a curvilinear association between job design variables and outcome measures. 117 penitentiary guards received the Job Diagnostic Survey of Hackman and Oldham, the Job Descriptive Index of Smith, et al., Steers' questionnaire on goal characteristics and a performance measure. Hierarchical multiple regression analyses showed that the specificity of goal and job enrichment were equally effective in the prediction of satisfaction and motivation, while difficulty of goals appears to be the best single predictor of work performance. Growth need strength moderated the relationship between difficulty of goals and work satisfaction. The curvilinear effect was nonsignificant.

scholarly journals The Relationship between Employee Engagement, HRM practices and Perceived Organizational Support: Evidence from Banking Employees

2017 ◽  
Vol 7 (3) ◽  
pp. 1 ◽  
Author(s):  
Alima Aktar ◽  
Faizuniah Pangil
Keyword(s):  
Employee Engagement ◽  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Future Research ◽  
Cluster Sampling ◽  
Hrm Practices ◽  
The Relationship

The purpose of this study is to investigate the relationship between HRM practices and employee engagement. Although employee engagement has got a great attention among the industry practitioners in recent times, it requires more considerations particularly in the academic literature. Based on the norms of social exchange theory (SET), this study has developed the framework to examine the role of perceived organizational support (POS) on HRM practices-employee engagement linkage. Survey data has been collected from employees who are working in different private commercial banks in Bangladesh. This study has used a sample of 376 employees using cluster sampling technique. To analyze the data, this study has employed SmartPLS 3.0 version software. The results of structural equation modeling revealed that HRM practices namely career advancement, job security and performance were significantly and positively related to employee engagement. The results also showed that POS can moderate the relationship between HRM practices and employee engagement. It suggests that in the presence of POS, relatively low level of employees’ perceptions regarding job related resources will exert a high level of employees’ behavioral outcomes such as engagement. The implications and suggestions for future research have also been discussed.

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