scholarly journals PENGARUH KOMITMEN ORGANISASI DAN LINGKUNGAN KERJA TERHADAP KINERJA PEGAWAI MELALUI KEPUASAN KERJA PADA KANTOR PEMERINTAH KECAMATAN CAMBA KABUPATEN MAROS

2021 ◽  
Vol 3 (2) ◽  
pp. 81-88
Author(s):  
Kemal Wahyudi ◽  
Muhlis Ruslan ◽  
Chahyono Chahyono
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Environment ◽  
Performance Improvement ◽  
Employee Performance ◽  
Sampling Technique ◽  
District Office ◽  
Employee Job Satisfaction ◽  
Analysis Technique ◽  
Goals And Objectives

Persaingan yang semakin ketat menyebabkan organisasi mampu meningkatkan daya saing serta berani meng-hadapi tantangan dan implikasinya yaitu menghadapi perubahan-perubahan dalam mencapai tujuan dan sasaran yang ditetapkan oleh organisasi tersebut. Tujuan dari penelitian ini adalah untuk mengetahui dan menganalisis pengaruh Komitmen organisasi, lingkungan kerja  terhadap kepuasan kerja pegawai, pengaruh Komitmen organisasi dan lingkungan kerja terhadap kinerja pegawai, pengaruh kepuasan kerja terhadap kinerja pegawai, pengaruh komitmen organisasi, dan lingkungan  kerja terhadap kinerja melalui kepuasan kerja. Teknik pengumpulan data melalui interview dan kuesioner. Populasi dalam penelitian ini adalah pegawai Kantor Kecamatan Camba berjumlah sebanyak 57 orang pegawai, sedangkan teknik penentuan sampel meng-gunakan sampling jenuh. Teknik analisis data yang digunakan adalah analisis deskriptif kuantitatif, uji instrument penelitian, uji asumsi klasik, analisisi jalur (Path analisis), pengujian hipotesis. Hasil penelitian menunjukkan bahwa (1) komitmen organisasi berpengaruh positif dan signifikan terhadap kepuasan kerja, artinya semakin tinggi komitmen organisasi berarti semakin puas pegawai dalam bekerja. (2) Lingkungan kerja berpengaruh positif dan signifikan terhadap kepuasan kerja, artinya semakin baik penataan lingkungan kerja maka kepuasan kerja akan semakin meningkat. (3) Komitmen organisasi berpengaruh positif dan signifikan terhadap kinerja pegawai, artinya semakin tinggi komitmen organisasi maka mempengaruhi peningkatan kinerja pegawai, (4) Lingkungan kerja berpengaruh positif dan signifikan terhadap kinerja pegawai, artinya semakin baik penataan lingkungan kerja maka akan mendorong peningkatan kinerja karyawan. (5) Kepuasan kerja berpengaruh positif dan signifikan tehadap kinerja pegawai, artinya semakin pegawai merasa puas maka akan berpengaruh terhadap peningkatan kinerja. (6) Kepuasan kerja tidak dapat memediasi pengaruh komitmen organisasi terhadap kinerja pegawai (7) Kepuasan kerja dapat memediasi pengaruh lingkungan kerja terhadap kinerja pegawai. Increasingly tighter competition causes the organization to increase its competitiveness and dare to face challenges and its implications, such as facing changes in achieving the goals and objectives set by the organization. The purpose of this study was to determine and analyze the influence of organizational commitment, work environment on employee job satisfaction, the influence of organizational commitment and work environment on employee performance, the influence of job satisfaction on employee performance, the influence of organizational commitment, and work environment on performance through job satisfaction. Data was collected through interviews and questionnaires. The population in this study were 57 employees of Camba District Office, while the sampling technique used saturated sampling. The data analysis technique used is descriptive quantitative analysis, research instrument test, classical assumption test, path analysis, and hypothesis testing. The results show that (1) organizational commitment has a positive and significant effect on job satisfaction, meaning that the higher the organizational commit-ment, the more satisfied employees are at work. (2) The work environment has a positive and significant effect on job satisfaction, meaning that the better the arrangement of the work environment, the more job satisfaction will increase. (3) Organizational commitment has a positive and significant effect on employee performance, meaning that higher organizational commitment will affect employee performance improvement, (4) The work environment has a positive and significant effect on employee performance, meaning that better arrangement of the work environment will encourage the increase of employee performance. (5) Job satisfaction has a positive and significant effect on employee performance, meaning that more satisfied employees will have an effect on improving their performance. (6) Job satisfaction cannot mediate the effect of organizational commitment on employee performance. (7) Job satisfaction can mediate the influence of the work environment on employee performance.

scholarly journals The effect of compensation, work environment and work satisfaction toward employees performance at Regional Hospital of Prambanan

2020 ◽  
Vol 9 (1) ◽  
pp. 1
Author(s):  
Muhammad Aditya Nugroho
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Structural Equation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Medical Personnel ◽  
Regional Hospital ◽  
Equation Modeling ◽  
Employee Job Satisfaction

Efforts to improve the quality of a hospital should consider how job satisfaction of medical personnel, which will later have an impact on medical personnel performance. There are various ways that will be taken to improve performance, for example by providing appropriate compensation and improving quality of work environment conditions. Then job satisfaction is expected to increase and have a good impact on medical personnel performance at a hospital. The purpose of this study was to determine the effect of compensation, work environment and job satisfaction with employee performance at Prambanan Regional Hospital. This study used four variables namely compensation, work environment, job satisfaction and performance. The population in this study was employees who worked at Prambanan Regional Hospital, amounting to 300 people. The sampling technique used simple random sampling with a research sample of 150 people. Data analysis techniques used Structural Equation Modeling analysis. The result shows that there is a positive an significant effect between the compensation on the employee job satisfaction; there is a positive and significant effect between the work environment on the employee job satisfaction; there is a positive and significant effect between the compensation on the employee performance; there is a positive and significant effect between the work environment on the employee performance; there is no effect of the job satisfaction on the employee performance;  satisfaction does not mediate the effect of compensation on the employee job satisfaction at Prambanan Regional Hospital.

scholarly journals FAKTOR-FAKTOR YANG MEMPENGARUHI KINERJA PEGAWAI DIMEDIASI OLEH VARIABEL KEPUASAN KERJA PADA ERA NEW NORMAL DI DINAS PERINDUSTRIAN DAN TENAGA KERJA KABUPATEN BADUNG

2021 ◽  
Vol 8 (1) ◽  
Author(s):  
Ida Bagus Agung Andi Bhisma Manuaba ◽  
Ni Putu Nina Eka Lestari
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Work Environment ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Employee Job Satisfaction ◽  
Modeling Analysis ◽  
Analysis Technique ◽  
The City

Abstract: The aims of this study is to examine the influence of the work environment, new culture organization on employee performance mediated by employee job satisfaction. The number of respondents used in this study were as many as 145 respondents, all respondents were employees of the industry and labor office of the city of Bandung. The research data were obtained through distributing questionnaires and analyzed using the Structural Equation Modeling analysis technique with the help of the AMOS version 22 program. Based on the results of the analysis in this study, it is found that the work environment, New culture organization and digital leadership are factors that directly affect employee job satisfaction and employee performance. The results of this study also indicate that employee job satisfaction can mediate the indirect influence of the work environment, New culture organization and digital leadership on employee performance. Work environment, New culture organization and digital leadership will increase employee job satisfaction which in turn will increase employee performance. Abstrak:  Penelitian ini bertujuan untuk menguji pengaruh lingkungan kerja, new culture organization terhadap kinerja pegawai dengan dimediasi oleh kepuasan kerja pegawai. Jumlah responden yang digunakan dalam penelitian ini adalah sebanyak 145 responden, seluruh responden merupakan pegawai di dinas perindustrian dan tenaga kerja kota Bandung. Data hasil penelitian diperoleh melalui penyebaran kuesioner dan dianalisis dengan menggunakan teknik analisis Structural Equation Modelling dengan bantuan program AMOS versi 22. Berdasarkan hasil analisis dalam penelitian ini, diperoleh hasil bahwa lingkungan kerja, New culture organization dan digital leadership merupakan faktor – faktor yang secara langsung berpengaruh terhadap kepuasan kerja pegawai dan kinerja pegawai. Hasil penelitian ini juga menunjukkan bahwa kepuasan kerja pegawai dapat memediasi pengaruh tidak langsung lingkungan kerja, New culture organization dan digital leadership terhadap kinerja pegawai. Lingkungan kerja, New culture organization dan digital leadership akan meningkatkan kepuasan kerja pegawai yang selanjutnya akan meningkatkan kienrja pegawaiKeywords:   work environment, New culture organization, digital leadership, job satisfaction, employee performance, Structural Equation Modeling Kata kunci : lingkungan kerja, New culture organization, digital leadership, kepuasan kerja, kinerja pegawai, Structural Equation Modellin

The Role of Compensation as a Determinant of Employee Performance and Employee Job Satisfaction: A Study in PT Bank Rakyat Indonesia (Persero) Tbk.

2021 ◽  
pp. 2150049
Author(s):  
Benny Hutahayan
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Random Sampling ◽  
Employee Performance ◽  
Sampling Technique ◽  
Working Environment ◽  
Employee Job Satisfaction ◽  
Research Population ◽  
Depth Study

This paper conducts a more in-depth study of employee performance to connect with compensation and job satisfaction and the work environment of employees in PT Bank Rakyat Indonesia (Persero) Tbk. (BRI). This research was conducted at PT Bank Rakyat Indonesia (Persero) Tbk. operating in Indonesia. The research population was all employees of the Branch Offices of PT Bank Rakyat Indonesia (Persero) Tbk. spread over in Sumatera, Jawa, Kalimantan, Sulawesi, Bali and Jayapura. The sample was collected using Proportional Random Sampling Stratified from six locations spread throughout Indonesia. Considering the wide area, the sampling technique is adjusted to the area, so sampling is based on the island as a sub-population. The sample of this study was 212 employees. This amount has met the minimum sampling requirements if using the Generalised Structural Component Analysis (GSCA) method. Compensation does not directly affect employee performance. Working environment directly influences the employee performance in PT Bank Rakyat Indonesia (Persero) Tbk. There is an influence of compensation and working environment on job satisfaction and employee performance in PT Bank Rakyat Indonesia (Persero) Tbk. The leader of PT Bank Rakyat Indonesia (Persero) Tbk. should improve employees’ performance by taking into account the improvement of compensation which includes the suitability of wages and salaries, incentives, benefits and facilities with their performance.

scholarly journals Pengaruh Kepuasan Kerja, Komitmen Organisasi Dan Lingkungan Kerja Terhadap OCB (Organizational Citizenship Behaviors) (Studi Kasus Karyawan Koperasi Sadar Sejahtera Sumatera Selatan)

2019 ◽  
Vol 2 (2) ◽  
Author(s):  
Deniyati Zufriah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Environment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
P Value ◽  
Analysis Technique ◽  
Technological Developments

Technological developments in the era of globalization are increasingly fast demanding every company to develop strategies and management policies, especially in the field of human resources (HR), other factors that influence the work environment, and organizational commitment, where the better both can create job satisfaction in employees can even indirectly form organizational citizenship behavior. The purpose of this study was to examine and analyze the effect of job satisfaction, organizational commitment and work environment on organizational citizenship behavior (OCB) employees of Sadar Sejahtera Cooperative, South Sumatra. This study uses a quantitative approach. The study was conducted at the Sadar Sejahtera Cooperative in September 2019. The population in this study was 145 respondents while the sample used was 100 respondents. The sampling method uses nonprobability sampling and the sampling technique uses purposive sampling. The data analysis technique used in the study is multiple linear regression test. The analysis showed that partially job satisfaction (p value = 0.001); organizational commitment (p value 0.001) and work environment (p value = 0.025) affect Organizational citizenship behavior. Furthermore, simultaneous job satisfaction, organizational commitment and work environment influences organizational citizenship behavior (OCB) employees of Koperasi Sadar Sejahtera, South Sumatra with a calculated F value of 0,000.

scholarly journals The Effect Of Compensation, Job Stress, And Motivation On Job Satisfation

2019 ◽  
Vol 2 (1) ◽  
Author(s):  
ANNISA HERWINA HERAWAN ◽  
HARYADI HARYADI ◽  
DEVANI LAKSMI INDYASTUTI
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Climate ◽  
Work Environment ◽  
Job Stress ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Employee Morale ◽  
Employee Job Satisfaction

This study aims to determine and analyze the effects of compensation, job stress andmotivation on job satisfaction. The method used is survey and sampling technique used isnonprobability sampling with saturated sampling. Population in this research is permanentemployee of Health Office Karawang with sample counted 100 respondent. Data analysisused in this research is using Partial Least Square (PLS). The implication of this research isto improve employee job satisfaction, the management of Karawang Health Office needs toprioritize policies related to job satisfaction. In an effort to improve employee job satisfaction,management needs to prioritize policies related to compensation, job stress and motivation.To improve employee job satisfaction, management also needs to pay attention to othersupporting factors such as organizational culture, work environment, organizational climate,organizational commitment and other factors not examined. It should be noted in order toimprove employee morale and progress of the company

ORGANIZATIONAL CULTURE AND ORGANIZATIONAL COMMITMENT TO EMPLOYEE PERFORMANCE THROUGH WORKING SATISFACTION (CASE STUDY ON DINAS PETERNAKAN DAN PERIKANAN KOTA SUNGAI PENUH)

2020 ◽  
Author(s):  
Maimunah
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Employee Performance ◽  
Test Validity ◽  
Sampling Technique ◽  
Primary Data ◽  
Validity And Reliability ◽  
Employee Job Satisfaction ◽  
Scale Test

This study aims to determine and analyze the influence of organizational culture on organizational commitment, the influence of organizational culture on employee job satisfaction, the influence of organizational commitment on employee job satisfaction, the influence of organizational culture on employee performance, the influence of organizational commitment on employee performance, the influence of job satisfaction on employee performance and the influence of organizational culture and organizational commitment on employee performance through job satisfaction. The sample in this study were 68 employees of Dinas Peternakan dan Perikanan Kota Sungai Penuh. The sampling technique is census method because the number of employees is only 68 people who fill out the questionnaire. The type of data used is primary data, the data collection method uses a questionnaire with a Likert scale. Test of research instruments test validity and reliability. Data analysis techniques consist of data description test, classic assumption test, path analysis and hypothesis testing. The results of this study found that organizational culture influences organizational commitment, organizational culture influences employee job satisfaction, organizational commitment influences employee job satisfaction, organizational culture influences employee performance, organizational commitment influences employee performance, job satisfaction affects employee performance and culture. organization and organizational commitment affect employee performance through job satisfaction. This research suggests that to improve employee performance, a more conducive organizational culture is needed, an increase in organizational commitment and improvement in job satisfaction

scholarly journals The Effect of Employee Satisfaction, Organizational Commitment, Organizational Citizenship Behavior on Employee Performance at the Department of Public Works and Spatial Planning of the Bukittinggi City

2020 ◽  
Vol 5 (7) ◽  
pp. 319-326
Author(s):  
Ronny Kurniawan ◽  
Bahrudin . ◽  
Salman Hafiz ◽  
Mardiah Hadayanti ◽  
Anne Putri
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Spatial Planning ◽  
Employee Performance ◽  
Sampling Technique ◽  
Public Works ◽  
Citizenship Behavior ◽  
Analysis Technique

The purpose of this study was to analyze the effect of job satisfaction, organizational commitment, Organizational Citizenship Behavior (OCB) on employee performance. The sample consisted of 63 employees at the Bukittinggi City Public Works and Spatial Planning Office. The sampling technique used in this study is total sampling. The analysis technique used was IBM SPSS 20. Job Satisfaction (X1) has a positive effect on Employee Performance (Y) in the Public Works and Spatial Planning Agency in Bukittinggi City. Organizational commitment (X2) and Organizational Citizenship Behavior (OCB) impact negatively on employee performance (Y) at the Department of Public Works and Spatial Planning of Bukittinggi.

scholarly journals Analisis Pengaruh Kepuasan Kerja, Komitmen Organisasi, dan Keterlibatan Kerja Pada Kinerja Karyawan Bank Muamalat Surakarta

2020 ◽  
Vol 6 (3) ◽  
pp. 703
Author(s):  
Agus Marimin ◽  
Harun Santoso
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Significant Influence ◽  
Quantitative Method ◽  
Employee Performance ◽  
Sampling Technique ◽  
Job Involvement ◽  
Analysis Technique ◽  
Positive Effect ◽  
Research Type

The purpose of this study was to examine the positive effect of job satisfaction, organizational commitment, and job involvement on employee performance at Bank Muamalat Surakarta. This research methodology using explanatory research type, the researcher conducted a survey and jumped into the research location by giving questionnaires to the employees of Bank Muamalat Surakarta directly. This study uses a quantitative method, where this method is used to test the hypothesis. The population of this research is all employees of Bank Muamalat Surakarta as many as 60 people as well as the research sample. The sampling technique used total sampling technique, where the number of samples was the same as the population. The data analysis technique used multiple regression analysis, t test, F test, and R2 test. The results showed that there was a significant influence between job satisfaction factors (X1) on the employee performance of Bank Muamalat Surakarta, there was a significant influence between organizational commitment factors (X2) on the employee performance of Bank Muamalat Surakarta, there was a significant influence between job involvement factors (X3) on the performance of employees of Bank Muamalat Surakarta.

scholarly journals TRAINING EFFECT CONTRIBUTE TO THE JOB SATISFACTION AND PERFORMANCE OF CIVIL SERVICE IN THE TRANSMIGRATION AND MANPOWER SERVICE OF BULUNGAN REGENCY

2021 ◽  
Vol 8 (02) ◽  
pp. 99-109
Author(s):  
Sumarni Sumarni ◽  
Ana Sriekaningsih ◽  
Milwan Milwan
Keyword(s):  
Job Satisfaction ◽  
Civil Service ◽  
Employee Performance ◽  
Sampling Technique ◽  
Training Effect ◽  
Performance Training ◽  
Employee Job Satisfaction ◽  
Analysis Technique ◽  
And Performance ◽  
Path Analysis Approach

The rationale of this study was to analyze and prove the training effect on the performance of the Civil Service through job satisfaction variables. Type of research is included in explanatory research. The population is all employees of Transmigration and Manpower Office of Bulungan Regency about 55 persons. The number of samples in this study were 55 respondents. The sampling technique performed by using total sampling technique. Data analysis technique used a path analysis approach. The findings showed that training has a positive and significant effect on employee job satisfaction. Training has a positive and significant effect on employee performance. Job satisfaction has a positive and significant effect on employee performance. In step 1, training is proven to have a significant effect on employee performance. In step 2 when training and job satisfaction are regressed together to predict employee performance, training remains significant. Thus job satisfaction is able to mediate the effect of training on employee performance.

PENGARUH KEADILAN ORGANISASIONAL TERHADAP KOMITMEN ORGANISASIONAL MELALUI VARIABEL INTERVENING KEPUASAN KERJA PADA KARYAWAN PT. LEMBAH KARET PADANG

2018 ◽  
Vol 3 (2) ◽  
pp. 248
Author(s):  
Jefri Candika ◽  
Lucy Chairoel
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Path Analysis ◽  
Organizational Justice ◽  
Indirect Effect ◽  
Sampling Technique ◽  
Direct Impact ◽  
Indirect Influence ◽  
Analysis Technique

<p>Penelitian ini bertujuan untuk mengetahui pengaruh keadilan organisasional terhadap komitmen organisasional melalui variabel intervening kepuasan kerja pada karyawan PT. Lembah Karet Padang. Populasi dalam penelitian ini adalah berjumlah 308 orang dengan sampel sebanyak 75 orang karyawan, teknik pengambilan sampel menggunakan metode slovin. Teknik analisis yang digunakan dalam penelitian ini adalah teknik analisis path (<em>path analysis</em>) menggunakan SPSS. Dari hasil penelitian ditemukan keadilan organisasional berpengaruh positif dan signifikan secara langsung terhadap komitmen organisasional. Keadilan organisasional berpengaruh positif dan signifikan secara langsung terhadapa kepuasan kerja. Keadilan organisasional dengan kepuasan kerja sebagai variabel intervening berpengaruh positif dan signifikan terhadap komitmen organisasional. Pengaruh langsung keadilan organisasional terhadap komitmen organisasional lebih besar dari pengaruh tidak langsung melalui variabel kepuasan kerja. Dengan demikian dapat diartikan bahwa kepuasan kerja tidak memiliki pengaruh tidak langsung keadilan organisasional terhadap komitmen organisasional. Sehingga dapat disimpulkan bahwa kepuasan kerja tidak terbukti sebagai variabel intervening.</p><p> </p><p><em>This study aims to determine the effect of organizational justice on organizational commitment through intervening variable job satisfaction at employees of PT. Lembah Karet Padang. The population in this study was 308 people with a sample of 75 employees, sampling technique using slovin method. The analysis technique used in this research is path analysis technique (path analysis) using SPSS. From the results of the study found organizational justice has a positive and significant effect directly on organizational commitment. Organizational justice has a positive and significant impact directly on job satisfaction. Organizational justice with job satisfaction as intervening variable has a positive and significant effect on organizational commitment. The direct impact of organizational justice on organizational commitment is greater than indirect influence through job satisfaction variables. Thus it can be interpreted that job satisfaction does not have an indirect effect of organizational justice on organizational commitment. So it can be concluded that job satisfaction is not proven as intervening variable.<br /> <br /> </em></p>

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