The Effect of Ethical Leadership, Code of Ethics on Integrity Mediated by Job Satisfaction

This study aims to determine the effect of ethical leadership, code of ethics on police integrity mediated by job satisfaction in Bandar Lampung City Police. Police integrity is a crucial phenomenon, because this is the foundation to improve the performance of individuals and organizations as expected by the Indonesian National Police (POLRI). The number of samples in this study were 250 police officers from five different units in the structure of Bandar Lampung City Police. The sampling method used is purposive sampling and cluster sampling. Structural Equation Model Analysis (SEM) is also used to test the effect of ethical leadership, code of ethics and job satisfaction by placing job satisfaction as a mediating variable on police integrity.In accordance with SEM analysis. This study finds that the code of ethics has an influence on job satisfaction (r = 0.45; p <0.00), and ethical leadership has a significant effect on job satisfaction (r = 0.39; p <0.00). The code of ethics affects the integrity of the police (r = 0.299; p<0.00). Furthermore, ethical leadership has a significant influence on police integrity (r = 0.575; p <0.00). Therefore, it can be concluded that the code of ethics has a strong direct effect on job satisfaction. In addition, job satisfaction has a stronger direct effect (r = 0.24; p <0.05) on police integrity.

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Organizational Culture, Work Commitment and Compensation Effect on Job Satisfaction and Police Members Performance in Makassar Metropolitan City Police (POLRESTABES)

European Journal of Business Management and Research ◽

10.24018/ejbmr.2020.5.2.282 ◽

2020 ◽

Vol 5 (2) ◽

Author(s):

Saha Ruddin ◽

Abdul Rahman Mus ◽

Baharuddin Latief ◽

Budi Andriani

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Organizational Commitment ◽

Structural Equation ◽

Equation Model ◽

Work Commitment ◽

Metropolitan City ◽

Negative Effect ◽

Positive Effect ◽

City Police

An important moment of the application of human resource management is to make every Police members in an organization able to carry out its vision, mission, main tasks and functions as well as the values adopted by an organization to progress and develop. The purpose of this study is to analyze the influence of organizational culture, commitment and compensation on job satisfaction and Police Members performance, to analyze the effect of job satisfaction on Police Members performance, and to analyze the influence of organizational culture, commitment and compensation through job satisfaction on Police Members performance.The study was conducted in Makassar metropolitan city police (Polrestabes) with a population of 2.160 people and the sample was determined by full sampling of 187 Police Members. Data from the questionnaire were analyzed using the Structural Equation Model using AMOS 18 assistance. The results of the study found that organizational culture and work commitment has a positive effect on Police Members satisfaction. Compensation and organizational culture has a negative effect on Police Members satisfaction. Directly, organizational commitment, compensation and job satisfaction has a positive effect on Police Members performance. Indirectly, organizational culture, organizational commitment and compensation through job satisfaction has a positive and significant effect on Police Members performance.

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Effect Of Behavior Leadership And Job Satisfaction To Organization Commitment Through Employee Trust As Variable Mediating In Pt.Bram

Business and Entrepreneurial Review ◽

10.25105/ber.v19i2.5701 ◽

2019 ◽

Vol 19 (2) ◽

pp. 107

Author(s):

Prastiyo Diatmono

Keyword(s):

Job Satisfaction ◽

Direct Effect ◽

Structural Equation ◽

Leadership Behavior ◽

Equation Model ◽

Primary Data ◽

Organization Commitment ◽

Employee Trust ◽

Employee Job Satisfaction ◽

Research Implication

The Problem of this research is organization commitment as a part an important strategy for deciding the follow-up of a strategic plan that is influenced by leadership behavior, job satisfaction through employee trust as a mediating variable in which there is a gap between theoretical and actual. The results obtained by the company that can change its decision in a certain period have an impact on the organization's commitments that have been previously set. The purpose of this research is to know effect of effect of behavior and job satisfaction on organization commitment through trust employee as mediating variable in PT. BRAM. The methodology of this research was testing hypothesis. The data used were primary data collected from questionnaire. The samples consisted of 110 employees PT. BRAM, which were determined through purposive sampling method. The data were analyzed through Structural Equation Model (SEM) of PLS 2.0. The finding and contribution in this research that leadership behavior and job satisfaction had a direct effect on employee trust and employee trust had direct effect on organization commitment. Research implication of this research finding PT. BRAM to make strategies planning with implementation involving good leadership behavior, employee job satisfaction and employee trust as mediating on organization commitment.

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The Influence of Leadership Style, Work Environment on Job Satisfaction and Employee Performance at PT. Khrisna Multi Lintas Cemerlang

International Journal of Contemporary Research and Review ◽

10.15520/ijcrr/2018/9/03/459 ◽

2018 ◽

Vol 9 (03) ◽

pp. 20544-20552

Author(s):

Ni Putu Rista Kusumadewi ◽

I Nengah Sudja ◽

I Wayan Sujana

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

Leadership Style ◽

Structural Equation ◽

Employee Performance ◽

Equation Model ◽

Partial Least Square ◽

Least Square ◽

High Knowledge ◽

Research Population

This study aims to examine and analyze the relationship between leadership style, work environment, job satisfaction and employee performance. This research was conducted at PT. Khrisna Multi Lintas Cemerlang with the research population were all employees who work in the company. All data obtained from questionnaires were suitable for use, then were analyzed by using structural equation model based on variant analysis which is known as Partial Least Square (PLS). The result of this research shows that the leadership style has positive and significant effect on employee performance, the work environment has positive and significant effect on employee performance, the leadership style has positive and significant effect on job satisfaction, the work environment has positive and significant effect on job satisfaction and job satisfaction has positive and significant on employee performance. The implication of this research was that the leadership needs to give freedom to subordinate to express their opinions, the workplace air temperature was well regulated, the work that was charged according to the ability and expertise, always guided by the company standard in carrying out each task and the employee has high knowledge in solving problem

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Effect of Motivation to Employee Performance which was Mediatied by Work Satisfaction in PT Smailing Tour Denpasar

International Journal of Contemporary Research and Review ◽

10.15520/ijcrr/2018/9/08/569 ◽

2018 ◽

Vol 9 (08) ◽

pp. 20959-20973

Author(s):

Benediktus Ignasius Tani Raka ◽

Anik Yuesti ◽

Nengah Landra

Keyword(s):

Job Satisfaction ◽

Structural Equation Model ◽

Structural Equation ◽

Employee Performance ◽

Work Satisfaction ◽

Equation Model ◽

Partial Least Square ◽

Least Square ◽

Pls Analysis ◽

Permanent Employees

This study aims is to test and analyze the influence of motivation on employee performance mediated by job satisfaction. This research was conducted at PT Smailing Tour Denpasar with population and research sample of all permanent employees that is 90 people. All data obtained from the kuisoner distribution is feasible to be used, then analyzed using a variance based structural equation model known as Partial Least Square (PLS) analysis. The result of the research shows that (1) the motivation has positive and significant effect on the employee's performance, (2) the motivation has positive and significant effect on the job satisfaction, (3) the job satisfaction has positive and significant effect to the employee's performance; (4) the motivation has positive and significant effect on employee performance through job satisfaction. The implication of this research is that motivation can be improved by taking into account the need for workplace environment to improve employee performance, job satisfaction can be improved by paying attention to the work itself in order to increase employee performance. Employee performance can be improved by taking into account the effectiveness of employees.

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

ADVANCES IN BUSINESS RESEARCH INTERNATIONAL JOURNAL ◽

10.24191/abrij.v5i1.9998 ◽

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.

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KEPUASAN KERJA SEBAGAI KUNCI OPTIMALISASI KINERJA PEGAWAI PADA DINAS KEHUTANAN SULAWESI TENGAH

Wahana ◽

10.35591/wahana.v22i1.147 ◽

2019 ◽

Vol 22 (1) ◽

pp. 28-40

Author(s):

Harries Madiistriyatno ◽

Nahardi Nahardi ◽

Ida Musdafia Ibrahim

Keyword(s):

Job Satisfaction ◽

Career Development ◽

Structural Equation ◽

Research Method ◽

Employee Performance ◽

Equation Model ◽

Service Work ◽

Collection Data ◽

Work Units ◽

Central Sulawesi

Job satisfaction is one of the keys to accomplish optimal performance. Therefore, conditioning the organization to create job satisfaction is very important. This study aims to prove that the optimization of employee performance can be achieved especially if the job satisfaction has been realized, using career development, competence, and compensation as indicators. This research method was descriptive-verification with the collection data using survey that sampling uses saturated sampling and analyzed using the Structural Equation Model. The object research was employees of the Regional Forestry Service work units of Central Sulawesi Province. The results proved that the job satisfaction was a very important factor in mediating (full mediating variables) the variables of career development, competence, and compensation in improving employee performance, which is indicated by a positive and significant effect. Furthermore, it was proven that the biggest contribution affecting employee performance was the variable job satisfaction, with career development contributes to the highest influence on job satisfaction, followed by competence, and compensation. Keywords: Job satisfaction, career development, competence, compensation, and employee’s performance.

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Employees’ Motivation for Creating International Business Venture: The Role of Perceived Competence and Job Satisfaction

Asian Academy of Management Journal ◽

10.21315/aamj2020.25.2.5 ◽

2020 ◽

Vol 25 (2) ◽

Author(s):

Anh D. Pham ◽

Men T. Bui ◽

Dung P. Hoang

Keyword(s):

Job Satisfaction ◽

International Business ◽

Structural Equation ◽

Positive Impact ◽

Entrepreneurial Intention ◽

Perceived Competence ◽

Equation Model ◽

Network Building ◽

Perceived Desirability

This research investigates the determinants of entrepreneurial intention among Vietnamese employees, a crucial segment of potential entrepreneurs yet mostly neglected in previous studies. Given the focus on intention to create an international business venture and the working segment, we expand the entrepreneurial event theory by supplementing perceived competence and job satisfaction as determinants of entrepreneurial intention while testing the mediation of perceived feasibility and perceived desirability in such relationships correspondingly. Three focus groups on 27 Vietnamese employees were conducted to explore the specific relevant competences and develop the conceptual model. Afterwards, data from an empirical survey on 567 Vietnamese employees was analysed using a partial least squares structural equation model to test the hypothesised relationships. The empirical results indicate that perceived competences, viz. administrative competence, communication skills, network building competence, and international business expertise have a positive impact on entrepreneurial intention. The relationships between either administrative competence, network building capacity or international business expertise, and entrepreneurial intention are totally mediated by perceived feasibility. The study also reveals a noteworthy finding about the negative direct effect of overall job satisfaction on entrepreneurial intention and the partial mediating role of perceived desirability in this relationship.

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Linking Organizational Justice to Organizational Commitment Among Nigerian Police Officers

Criminal Justice and Behavior ◽

10.1177/00938548211036177 ◽

2021 ◽

pp. 009385482110361

Author(s):

Ivan Y. Sun ◽

Yuning Wu ◽

Smart E. Otu ◽

Gilbert C. Aro ◽

Ikechukwu Charles Akor ◽

...

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Justice ◽

Police Officers ◽

Structural Equation ◽

Equation Modeling ◽

Future Research ◽

African Countries ◽

Mediating Mechanisms ◽

The Relationship

Organizational commitment is an imperative aspect of occupational attitudes as it signals employees’ willingness to stay with their organization and effectively achieve collective goals. Although recent studies have assessed factors influencing police officers’ organizational commitment, very little is known about the antecedents of police commitment in African countries. Based on a survey of Nigerian police officers, the study assesses the linkage between organizational justice and organizational commitment directly and indirectly through organizational trust and job satisfaction. Structural equation modeling (SEM) indicates that the relationship between organizational justice and organizational commitment is principally indirect through the mediating mechanisms of supervisory trustworthiness and job satisfaction. Officers who express greater organizational justice report higher trust in their management and supervisors and, subsequently, stronger job satisfaction, leading to higher organizational commitment. Implications for future research and policy are discussed.

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Probing the Links between Workforce Diversity, Goal Clarity, and Employee Job Satisfaction in Public Sector Organizations

Administrative Sciences ◽

10.3390/admsci11030077 ◽

2021 ◽

Vol 11 (3) ◽

pp. 77

Author(s):

Edmund C. Stazyk ◽

Randall S. Davis ◽

Jiaqi Liang

Keyword(s):

Job Satisfaction ◽

Structural Equation ◽

Diversity Management ◽

Organizational Outcomes ◽

Equation Model ◽

Workforce Diversity ◽

Organizational Goals ◽

Employee Job Satisfaction ◽

Goal Clarity ◽

Management Policies

A considerable body of research substantiating the importance of workforce diversity to public organizations has accrued over the past two decades. However, research on workforce diversity has also been narrow in scope and frequently fails to link diversity to important individual and organizational outcomes. Using data (n = 1,109,134 employees from 500 sub-agencies) collected in three waves (2010, 2011, and 2012) of the Federal Employee Viewpoint Survey (FEVS), this study examines whether (1) increased diversity influences organizational goal clarity, (2) diversity and goal clarity, in turn, influence employee job satisfaction, and (3) diversity management policies influence job satisfaction by clarifying organizational goals for workers. FEVS is administered yearly by the U.S. Office of Personnel Management (OPM) and is designed to assess whether and to what extent federal employees believe the characteristics of successful organizations are present in their agency. Results from a multi-level structural equation model (MSEM) suggest diversity is associated with greater goal clarity and that diversity management policies, by clarifying organizational goals, positively affect job satisfaction. Findings also indicate that the type of diversity matters.

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PENGARUH CARING CLIMATE TERHADAP JOB SATISFACTION DAN AFFECTIVE COMMITMENT YANG BERDAMPAK PADA JOB PERFORMANCE KARYAWAN RESTORAN STEAK DI JAKARTA SELATAN

Jurnal Manajemen dan Pemasaran Jasa ◽

10.25105/jmpj.v10i2.2275 ◽

2018 ◽

Vol 10 (2) ◽

pp. 187

Author(s):

Aginta Chairunnisa Sinulingga ◽

Deasy Aseanty

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Structural Equation Model ◽

Structural Equation ◽

Hospitality Industry ◽

Affective Commitment ◽

Equation Model ◽

Model Data ◽

Security Service

The aim of this research is to exmaining the effects of caring climate, job satisfaction, and affective commitment on job performance in steak restaurant in Tebet, South Jakarta. This study were developed and tested 5 hypotheses, by using Structural Equation Model. Data were collected from 145 employees working on the food, beverage, hygiene, security, service and cashier in steak restaurant in Tebet, South Jakarta. Finding and contribution in this research shown that there is positive and significant effect of caring climate on job satisfaction and affective commitment that effect on job performance. The limitationin in this research was that this study focused only on restaurant as a hospitality industry, only at steak restaurant in Tebet, South Jakarta, and was limited for only four variables.

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