scholarly journals THE EFFECT OF LEADER TRUST AND KNOWLEDGE SHARING ON STAFF SATISFACTION AT WORK: INVESTIGATION OF UNIVERSITIES IN SYRIA

2018 ◽  
Vol 16 (0) ◽  
pp. 190-205 ◽  
Author(s):  
Serene Dalati ◽  
Hala Alchach
Keyword(s):  
Job Satisfaction ◽  
Knowledge Sharing ◽  
Research Methodology ◽  
Sampling Strategy ◽  
Staff Attitudes ◽  
Staff Satisfaction ◽  
Probability Sampling ◽  
Employee Job Satisfaction ◽  
Quantitative Design ◽  
Organisational Trust

This research paper examines the effect of leader trust, organisational trust and knowledge sharing on staff attitudes and satisfaction at work at universities in Syria. The research methodology employs a quantitative design of questionnaire instrument. The model predicts that if employees develop high levels of trust in their leader and organizations, this will stimulate a good quality relationship and develop satisfaction at work. Leader trust, Knowledge sharing behaviour and job satisfaction subscales are based on prior research measures. Sampling strategy employed non-probability sampling. The size of the sample is 161. The results of the research designate that trust in leader and knowledge sharing behaviours are positively associated with employee job satisfaction.

scholarly journals Pengaruh Motivasi, Kepemimpinan, Dan Komitmen Organisasi Terhadap Kepuasan Kerja Karyawan Pada PT. SUPERPOLY INDUSTRY JAKARTA

2021 ◽  
Vol 3 (1) ◽  
pp. 16
Author(s):  
Junaidi Junaidi ◽  
Carol Daniel Kadang
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Random Sampling ◽  
Sampling Method ◽  
Simple Random Sampling ◽  
Industry Data ◽  
Probability Sampling ◽  
Employee Job Satisfaction ◽  
Pls Analysis

This study aims to analyze the influence of motivation, leadership, and organizational commitment on employee job satisfaction at PT Superpoly Industry in Jakarta. This research was conducted by probability sampling method with a type of simple random sampling. The researcher distributed questionnaires to 88 employees of PT Superpoly Industry. Data analysis using Smart PLS analysis. The results of the analysis concluded that motivation, leadership, and organizational commitment significantly influence the job satisfaction of PT Superpoly Industry in JakartaPenelitian ini bertujuan untuk menganalisis pengaruh motivasi, kepemimpinan, dan komitmen organisasi terhadap kepuasan kerja karyawan pada PT Superpoly Industry di Jakarta. Penelitian ini dilakukan dengan metode probability sampling dengan jenis simple random sampling. Peneliti menyebarkan kuesioner kepada 88 karyawan PT Superpoly Industry. Analisis data menggunakan analisis Smart PLS. Hasil analisis menyimpulkan bahwa motivasi, kepemimpinan, dan komitmen organisasi berpengaruh signifikan terhadap kepuasan kerja PT Superpoly Industry di Jakarta.

scholarly journals ‘PENGARUH KEPUASAN KERJA , LOYALITAS KARYAWAN DAN KEMAMPUAN KARYAWAN TERHADAP KEINGINAN KARYAWAN UNTUK PINDAH KERJA PADA KOPERASI 212 MART DI KOTA TANGERANG.’

2021 ◽  
pp. 1293
Author(s):  
M. Tony Nawawi ◽  
Sanny Ekawati
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Significant Influence ◽  
Test Results ◽  
Employee Loyalty ◽  
Probability Sampling ◽  
Good Relationship ◽  
Employee Job Satisfaction ◽  
Pls Analysis

The company has realized that its human resources are an important asset for the company and also as partners. Because human resources contribute to the company by carrying out their roles and duties in company activities, the company should understand very well what the rights and obligations of employees are, so that the company management pays attention to the various needs needed by employees, so that the company can maintain good relations with its employees. With a good relationship with employees, it can maintain employee loyalty to the company, and ultimately there will be employee job satisfaction. This study aims to determine the effect of job satisfaction, employee loyalty, and employee ability on the desire of employees to change jobs at the 212 Mart Cooperative in Tangerang City. Researchers in taking samples using non-probability sampling. The number of samples used in this study were 100 respondents who currently work as employees at the 212 Mart Cooperative. The data obtained by distributing questionnaires, then processed with the help of Smart PLS analysis. From the test results it can be concluded that job satisfaction does not have a positive but significant effect on the desire of employees to change jobs, and employee loyalty has a positive but not significant effect on the desire of employees to change jobs, while the ability of employees has a positive and significant influence on the desire of employees to move. Work at 212 Mart Cooperative in Tangerang City. Perusahaan telah menyadari bahwa sumber daya manusia yang dimilikinya adalah menjadi asset penting bagi perusahaan dan juga sebagai mitra kerja. Karena sumber daya manusia memberikan konstribusi kepada perusahaan dengan menjalankan peran dan tugasnya dalam kegiatan perusahaan, maka perusahaan sebaiknya memahami betul apa yang menjadi hak dan kewajiban karyawan, sehingga pihak manajemen perusahaan memperhatikan berbagai kebutuhan yang diperlukan karyawan, agar perusahaan dapat menjaga hubungan baik dengan karyawannya. Dengan adanya hubungan yang baik dengan karyawan dapat menjaga loyalitas karyawan terhadap perusahaan, dan akhirnya akan ada kepuasan kerja karyawan, sehingga. Penelitian ini bertujuan untuk mengetahui Pengaruh Kepuasan Kerja, Loyalitas karyawan, dan Kemampuan karyawan terhadap Keinginan karyawan Pindah Kerja Pada Koperasi 212 Mart di Kota Tangerang.  Peneliti dalam pengambilan sampel menggunakan non-probability sampling. Jumlah sampel yang digunakan dalam penelitian ini sebanyak 100 orang responden  yang saat ini bekerja sebagai karyawan di Koperasi 212 Mart. Data yang didapatkan dengan penyebaran angket, kemudian diolah dengan bantuan analisis Smart PLS . Dari hasil pengujian dapat disimpulkan bahwa Kepuasan Kerja tidak memiliki pengaruh yang positif tapi signifikan Terhadap Keinginan karyawan Pindah Kerja, dan Loyalitas karyawan memiliki pengaruh yang positif tapi tidak signifikan Terhadap Keinginan karyawan Pindah Kerja, sedangkan Kemampuan karyawan memiliki pengaruh yang positif dan signifikan Terhadap Keinginan karyawan Pindah KerjaPada Koperasi 212 Mart di Kota Tangerang. 

scholarly journals PENGARUH KOMPENSASI DAN RESILIENSI TERHADAP KEPUASAN KERJA KARYAWAN

2020 ◽  
Vol 4 (1) ◽  
pp. 156
Author(s):  
Utomo Kevin Tonnisen ◽  
Mei Ie
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Model ◽  
Work Experience ◽  
Structural Equation ◽  
Sampling Technique ◽  
Equation Model ◽  
Probability Sampling ◽  
Purposive Sampling ◽  
Employee Job Satisfaction ◽  
Positive Effect

Tujuan penelitian ini adalah untuk mengetahui ada tidaknya pengaruh kompensasi terhadap kepuasan kerja karyawan dan pengaruh resiliensi terhadap kepuasan kerja karyawan. Kepuasan kerja karyawan merupakan salah satu variabel yang paling banyak diteliti. Kepuasan kerja didefinisikan sebagai suatu keadaan emosional dialami karyawan, yang bersifat menyenangkan atau bersifat positif. Kepuasan kerja pada umumnya yang dihasilkan dari penilaian karyawan terhadap pengalaman kerja atau pekerjaannya. Dengan demikian, kepuasan kerja menunjukkan sikap positif umum karyawan terhadap pekerjaannya. Apabila karyawan merasa adanya kepuasan kerja, maka karyawan tersebut dapat lebih termotivasi untuk menghasilkan kinerja yang lebih baik. Kepuasan kerja dipengaruhi oleh banyak variabel. Dalam penelitian ini, variabel yang akan diteliti pengaruhnya terhadap kepuasan kerja karyawan adalah kompensasi dan resiliensi. Kompensasi merupakan total penghargaan atau hadiah yang diberikan perusahaan sebagai pembayaran atas hasil pekerjaan karyawan, sedangkan resiliensi merupakan suatu konsep yang menunjukkan kemampuan seseorang untuk mengatasi dan beradaptasi terhadap masa-masa sulit yang dihadapinya. Metode analisis data menggunakan Structural Equation Model (SEM) dengan alat analisis SmartPLS 3.0. Sampel diambil dengan metode non-probability sampling dan teknik purposive sampling. Sampel dalam penelitian sebanyak tigapuluh orang karyawan dengan kriteria merupakan karyawan yang masih aktif bekerja dan memiliki masa kerja minimal satu tahun. Hasil pengujian hipotesis menunjukkan bahwa adanya pengaruh positif kompensasi terhadap kepuasan kerja karyawan dan adanya pengaruh positif resiliensi terhadap kepuasan kerja karyawan. Kesimpulan penelitian ini adalah kompensasi berpengaruh terhadap kepuasan kerja dan resiliensi juga berpengaruh terhadap kepuasan kerja. Keterbatasan penelitisan ini adalah jumlah sampel yang sedikit sehingga pada penelitian mendatang, jumlah sampel penelitian dapat lebih ditingkatkan.  The purpose of this study is to determine whether there is an effect of compensation on employee job satisfaction and the effect of resilience on employee job satisfaction. Employee job satisfaction is one of the most widely studied variables. Job satisfaction is defined as an emotional state experienced by employees, which is fun or positive. Job satisfaction in general results from employee evaluations of work experience or work. Thus, job satisfaction shows the general positive attitude of employees towards their work. If employees feel job satisfaction, then the employee can be more motivated to produce better performance. Job satisfaction is influenced by many variables. In this study, the variables that will be examined for their effects on employee job satisfaction are compensation and resilience. Compensation is the total award or prize given by the company as payment for the work of employees, while resilience is a concept that shows a person's ability to overcome and adapt to the difficult times they face. The data analysis method uses Structural Equation Model (SEM) with SmartPLS 3.0 analysis tools. Samples were taken by the non-probability sampling method and purposive sampling technique. The samples in this study were thirty employees with the criteria are employees who are still actively working and have a minimum working period of one year. The results of hypothesis testing indicate that there is a positive effect of compensation on employee job satisfaction and a positive effect of resilience on employee job satisfaction. The conclusion of this study is that compensation has an effect on job satisfaction and resilience also has an effect on job satisfaction. The limitation of this research is the small number of samples so that in future studies, the number of research samples can be further increased.

scholarly journals Pengaruh Kepemimpinan, Motivasi, dan Kompensasi terhadap Kepuasan Kerja Karyawan (Studi Kasus pada Perusahaan Importir Alat Berat PT XYZ di Jakarta)

2021 ◽  
Vol 5 (2) ◽  
pp. 179
Author(s):  
Nurhaiyati Nurhaiyati ◽  
Nurahma Tresani
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Model ◽  
Structural Equation ◽  
Work Performance ◽  
Equation Model ◽  
Probability Sampling ◽  
Employee Job Satisfaction ◽  
Heavy Equipment ◽  
Leadership Motivation ◽  
Processing Techniques

The purpose of this research is to investigate the effect of leadership, motivation and compensation on employee job satisfaction in a heavy equipment importer company PT XYZ in Jakarta. The population of this research was 115 people and the sample were selected using a probability sampling method totaling 110 respondents in Jakarta. Data processing techniques using the Structural Equation Model (SEM) method which is assisted by Smart PLS software.3.3.2. The results of this research indicate that leadership, motivation, and compensation have a significant positive effect on employee job satisfaction. Leaders who provide opportunities to their employees in achieving company goals, employees who have high motivation in working and provide fair and transparent incentives in accordance with the work performance achieved are known to increase employee job satisfaction. Tujuan dari penelitian ini adalah untuk mengetahui pengaruh dari kepemimpinan, motivasi dan kompensasi terhadap kepuasan kerja karyawan pada sebuah perusahaan importir alat berat PT XYZ di Jakarta. Populasi penelitian ini sebanyak 115 orang dan sampel dipilih menggunakan metode probability sampling berjumlah 110 orang responden di Jakarta. Teknik pengolahan data menggunakan metode Structural Equation Model (SEM) yang dibantu oleh perangkat lunak Smart PLS.3.3.2. Hasil penelitian ini menunjukkan bahwa kepemimpinan, motivasi, dan kompensasi berpengaruh secara positif signifikan terhadap kepuasan kerja karyawan. Pimpinan yang memberikan kesempatan kepada karyawannya dalam mencapai tujuan perusahaan, karyawan yang mempunya motivasi yang tinggi dalam bekerja dan pemberian insentif yang adil serta transparan sesuai dengan prestasi kerja yang dicapai diketahui dapat meningkatkan kepuasan kerja karyawan.

scholarly journals Faktor-Faktor Yang Mempengaruhi Kepuasan Kerja Karyawan Pada PT CITRA CROCOTAMA INTERNATIONAL Di Jakarta

2021 ◽  
Vol 3 (1) ◽  
pp. 98
Author(s):  
Steven Saputra ◽  
Kurniati W Andani
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Environment ◽  
Random Sampling ◽  
Sampling Method ◽  
Simple Random Sampling ◽  
Probability Sampling ◽  
Employee Job Satisfaction ◽  
International Data ◽  
Pls Analysis

This study aims to analyze the effect of the Work Environment, Motivation and Organizational Commitment on Employee Job Satisfaction at Pt Citra Crocotama International in Jakarta. This research was conducted using probability sampling method with a type of simple random sampling. The researcher distributed questionnaires to 77 employees of Pt Citra Crocotama International. Data analysis using Smart PLS analysis. The results of the analysis concluded that the work environment, motivation and organizational commitment had a significant effect on job satisfaction Pt Citra Crocotama International in Jakarta.Penelitian ini bertujuan untuk menganalisis pengaruh Lingkungan Kerja, Motivasi Dan Komitmen Organisasi Terhadap Kepuasan Kerja Karyawan Pada PT Citra Crocotama International di Jakarta. Penelitian ini dilakukan dengan metode probability sampling dengan jenis simple random sampling. Peneliti menyebarkan kuesioner kepada 77 karyawan PT Citra Crocotama International. Analisis data menggunakan analisis Smart PLS. Hasil analisis menyimpulkan bahwa lingkungan kerja, motivasi dan komitmen organisasi berpengaruh signifikan terhadap kepuasan kerja PT Citra Crocotama International di Jakarta.

How Outsourcing May Enhance Job Satisfaction in the U.S. Federal Bureaucracy: Exploring the Role of Knowledge Sharing

2020 ◽  
Vol 50 (4-5) ◽  
pp. 387-400
Author(s):  
Gyeo Reh Lee ◽  
Shinwoo Lee
Keyword(s):  
Job Satisfaction ◽  
Knowledge Sharing ◽  
Management Practices ◽  
Organizational Level ◽  
Negative Consequences ◽  
Employee Job Satisfaction ◽  
New Knowledge ◽  
Employee Withdrawal ◽  
The U.S

Previous studies reveal that outsourcing practices generally have negative consequences for employee job satisfaction. As employee job satisfaction is a precursor of employee withdrawal, which is an expensive loss to organizations, it is important to design appropriate policies and environment to reduce such threats. In particular, scholars and practitioners alike highlight the importance of learning new knowledge and ideas as the main benefits of government outsourcing. Therefore, this study develops and tests a model that estimates the effect of government outsourcing on employee job satisfaction at the organizational level while exploring the possibility that encouraging knowledge sharing among employees in an organization can result in alleviating the anti-outsourcing sentiment among employees. The findings of this study relying on U.S. federal agency data from 2010 to 2017 suggest that government outsourcing can improve employee job satisfaction through internal management practices, such as promoting knowledge sharing among employees.

scholarly journals Pengaruh Kompensasi Dan Kepemimpinan Terhadap Kepuasan Kerja Karyawan PT X Di Jakarta

2021 ◽  
Vol 3 (1) ◽  
pp. 277
Author(s):  
Italia Bunawan ◽  
Joyce Angelique Turangan
Keyword(s):  
Job Satisfaction ◽  
Sampling Method ◽  
Design Method ◽  
Analysis Method ◽  
Cross Sectional ◽  
Probability Sampling ◽  
Employee Job Satisfaction ◽  
Convenience Sampling ◽  
Cross Sectional Design ◽  
Positive Effect

The purpose of this study is to determine the effect of compensation and leadership on employee job satisfaction at PT X in Jakarta. Data collection from the sample was carried out using a cross-sectional design method by distributing an online Google Form questionnaire. The sample was collected using a non-probability sampling method with a convenience sampling type with a total of 100 respondents. The data analysis method used is PLS-SEM and it is processed using SmartPLS version 3.3.2 software. The results of this study indicate that there is no significant effect of compensation on job satisfaction. Meanwhile, leadership has a significant positive effect on job satisfaction.Tujuan dari penelitian ini yaitu untuk mengetahui pengaruh dari kompensasi dan kepemimpinan terhadap kepuasan kerja karyawan pada PT X di Jakarta. Pengumpulan data dari sampel dilakukan dengan menggunakan metode cross-sectional design dengan membagikan kuesioner online Google Form. Sampel dikumpulkan dengan metode non-probability sampling berjenis convenience sampling dengan total 100 responden. Metode analisis data yang digunakan yaitu PLS-SEM dan diolah dengan menggunakan software SmartPLS versi 3.3.2. Hasil penelitian ini menunjukkan tidak terdapat pengaruh yang signifikan kompensasi terhadap kepuasan kerja. Sedangkan kepemimpinan memiliki pengaruh yang positif signifikan terhadap kepuasan kerja.

A Comparative Study of Trust as a Knowledge Sharing Enabler and its Influence on Organisational Culture

2012 ◽  
Vol 11 (02) ◽  
pp. 1250014 ◽  
Author(s):  
Maen Al Hawari
Keyword(s):  
Job Satisfaction ◽  
Knowledge Sharing ◽  
Research Study ◽  
Organisational Culture ◽  
Global Index ◽  
Five Dimensions ◽  
Adopted Model ◽  
Employees Satisfaction ◽  
The Difference ◽  
Organisational Trust

Measuring organisational trust gives stakeholders many indicators of their organisations. These indicators are performance, leadership, employees' satisfaction, job satisfaction, and knowledge sharing culture. In addition to that, the highest levels of organisations' trust can critically reduce conflict charges and transaction costs. This paper is the first stage of a research study that discusses the importance of trust to knowledge sharing. This paper shows to what extent culture influences organisational trust compared with the global trust index. This research adopts a model of trust with five dimensions and they are relating to knowledge sharing in an organisation; concern for employees, openness and honesty, identification, reliability, and competence. The adopted model was used to develop the global trust index. A survey of 26 different items was conducted on 135 profitable organisations in Jordan in different industries. A total of 397 questionnaires were returned in a form eligible for the analysis. The results show that the overall organisational trust index in Jordan compared with the global index is low and the difference is significant. Furthermore, all trust dimensions in Jordan have lower values than the world's trust dimensions. Locally, the openness and honesty dimension has the highest value, and the competency dimension has the lowest value. Therefore, Jordanian culture significantly affects the trust index in the country and lowers it compared with the global trust index.

scholarly journals The impact of Knowledge Management (KM) and Organizational Commitment (OC) on employee job satisfaction (EJS) in banking sector of Pakistan

2018 ◽  
Vol 11 (1) ◽  
pp. 1476-1491
Author(s):  
Muhammad Mohsin Najeeb ◽  
Muhammad Imran Hanif ◽  
Abu Bakar Abdul Hamid
Keyword(s):  
Job Satisfaction ◽  
Knowledge Management ◽  
Organizational Commitment ◽  
Knowledge Sharing ◽  
Management Practices ◽  
Banking Sector ◽  
Knowledge Retention ◽  
Employee Job Satisfaction ◽  
Knowledge Management Practices ◽  
The Impact

Purpose: The purpose of this paper is to examine the impact of knowledge management practices and organizational commitment could be a way to nurture job satisfaction and examine how knowledge management practices and organizational commitment can increase individual employees’ job satisfaction. Design/methodology/approach:  A theoretical model concerning the connections between sixfacets of Knowledge Management (knowledge acquisition, knowledge sharing, knowledge creation, knowledge application,knowledge codification and knowledge retention), two facets of Organizational Commitment (Keeping up organizational image and Responding to organizational greediness)and job satisfaction is proposed. Then data is collected through face to face questionnaire and also online web based questionnaires and sample is selected on convenience based from the banking sector organization of Pakistan. Findings:organization commitmentand knowledge management process in one’s working environment is significantly linked with high employee job satisfaction. Especially intra-organizational knowledge sharing knowledge application and knowledge creationalso organization commitment (coping with attachment) seems to be a key factors promoting satisfaction with one’s job in most employee. Practical implications:organization commitment and knowledge management has a strong impact on employee job satisfaction, and therefore, managers are advised to implement knowledge management and organization commitment activities in their organizations, not only for the sake of improving knowledge worker performance but also for improving their well-being at work. Originality/value: This paper produces knowledge on a practices of KM and organizational commitment that has been largely unexplored in previous all research, individual job satisfaction. Also, it promotes the knowledge management and organizational commitmentliterature to the next stage where the impact of knowledge management and organizational commitment is not explored as a “one size fits all” type of a phenomenon, but rather as a contingent and contextual issue. Keywords:Knowledge Management, Knowledge Management Practices,Knowledge Acquisition, Knowledge Sharing, Knowledge Creation, Knowledge Codification, Knowledge Retention, Organizational Commitment, Job satisfaction.

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