scholarly journals Effect of Job Fulfillment Over Employee Performance Execution at the Workplace

2021 ◽  
Vol 12 (2) ◽  
pp. 37-56
Author(s):  
Tweena Pandey ◽  
Abhshek Singh Chauhan
Keyword(s):  
Job Satisfaction ◽  
Employee Performance ◽  
Demographic Factors ◽  
Work Efficiency ◽  
Workplace Performance ◽  
Workplace Satisfaction ◽  
Actual Impact ◽  
Career Growth ◽  
Satisfaction Factors

Workplace performance is an outcome of workplace satisfaction. It is essential to comprehend how workers can be held through making their job-related needs fulfilled to let them spurred towards delivering an exemplary performance in turn. As the work competitiveness relies upon the worker job fulfillment at the workplace, it contributes allot to their career growth too. It improves their work efficiency as well as builds the worker's nature of work. Target and accomplishment relies on upon job fulfillment and thus contribute for hierarchical achievement and development, improves the efficiency, and builds the nature of work. The terms satisfaction and fulfillment can be used interchangeably. Various job satisfaction factors when clubbed together help in securing the employee's ultimate job fulfillment. This study is an attempt to relate the term job-fulfillment with job-satisfaction, reveal the various demographic factors that are associated with the job-fulfillment, and identify its actual impact over employee performance execution at the workplace.

scholarly journals Hubungan Antara Pelatihan, Kepuasan Kerja dan Kinerja Tempat Kerja pada Organisasi Pelayanan Publik Studi pada Satuan Polisi Pamong Praja dan Pemadam Kebakaran Kabupaten Semarang

2020 ◽  
Vol 006 (02) ◽  
pp. 305-316
Author(s):  
Firdania Rarastiti Arisadewi
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Research Method ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Fire Department ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Multiple Linear Regression Analysis ◽  
Workplace Performance

Human resources in an organization is an important and influential aspect in the organization's activities and productivity. Good human resources will produce good employee performance which will then have an impact on producing good workplace performance. The purpose of this study was to determine whether training and job satisfaction affect workplace performance at the Civil Service Police Unit and Semarang Fire Department. The sampling technique in this study used simple random sampling, where 126 people were taken from the entire population. The research method uses multiple linear regression analysis, t test, F test and path analysis. The results showed that training had no positive and significant effect on job satisfaction, training had no positive and significant effect on workplace performance and job satisfaction had a positive and significant effect on workplace performance. With the path analtsis it is known that the job satisfaction variable does not meet the requirements to be an interverning variable.

scholarly journals Pengaruh Faktor Kepuasan Kerja Dan Motivasi Kerja Terhadap Kinerja Karyawan Pada Divisi Finance Accounting Di Pt. Xyz Cabang Head Office

2019 ◽  
Vol 2 (1) ◽  
Author(s):  
Jessica Novia Dan Anas Lutfi
Keyword(s):  
Job Satisfaction ◽  
Multiple Regression ◽  
Analytical Method ◽  
Work Motivation ◽  
Employee Performance ◽  
Dominant Factor ◽  
Performance Variables ◽  
Head Office ◽  
Program Version ◽  
Satisfaction Factors

The purpose of this study is to examine employee performance of PT. XYZ branch head office. This problem can be seen from the level of turnover and absenteeism has increase from year to year. This study aims to analyze how the influence of job satisfaction factors and work motivation to employee performance and analyze the dominant factor affecting employee performance. This study examine job satisfaction factors (X1) and Work Motivation (X2) towards employee performance (Y).The population in this study were all employees of PT. XYZ branch head office. 80 respondents were taken as sample using Google Form and this data in tought with SPSS program version 23. The analytical method used is multiple regression analysis.Where all independent variance have positive and significant effect on the dependent variable. Adjusted R Square value is equal to 0,89. 89% showed that employee performance variables described by job satisvaction factors and work motivation. The remaining 11% of employee performance is explained by other variables.

Pengaruh Kecerdasan Emosional Dan Kecerdasan Spiritual Pada Kepuasan Kerja Yang Berdampak Terhadap Kinerja Karyawan PT. Madu Baru Bantul, Yogyakarta

2018 ◽  
Vol 26 (1) ◽  
pp. 13-29
Author(s):  
Erlangga Arya Mandala ◽  
Faresti Nurdiana Dihan
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Statistical Analysis ◽  
Significant Influence ◽  
Significant Relationship ◽  
Research Method ◽  
Quantitative Method ◽  
Employee Performance ◽  
Spiritual Intelligence ◽  
Employee Job Satisfaction

The Emotional intelligence, spiritual intelligence and job satisfaction to be part of the factors that influence performance. The purpose of this study was to determine the effect of emotional intelligence and spiritual intelligence on the performance through job satisfaction as an intervening variable partially and simultaneously. This study also aimed to determine the effect of emotional intelligence and spiritual intelligence on the performance through job satisfaction as an intervening variable directly and indirectly. This study was conducted to 77 respondents employees of PT. Madu Baru, Yogyakarta. The research method used is quantitative method uses statistical analysis and descriptive. The results of this study are (1) there is a significant effect of emotional intelligence on employee job satisfaction. (2) there is a significant influence of spiritual intelligence on employee job satisfaction. (3) There is a significant relationship between emotional intelligence and spiritual intelligence on job satisfaction. (4) There is a significant relationship between emotional intelligence on employee performance. (5) There is a significant relationship between spiritual intelligence on employee performance. (6) There is a significant relationship between emotional intelligence and spiritual intelligence on employee performance. (7) There is a significant relationship between job satisfaction on employee performance. (8) There is an indirect effect of emotional intelligence on the performance of employees through job satisfaction. (9) There is the indirect influence of spiritual intelligence on the performance of employees through job satisfaction. Keywords: emotional intelligence, spiritual intelligence, job satisfaction and employee performance

Effect of Compensation and Work Environment on Employee Performance with Employee Job Satisfaction as an Intervening Variable

2018 ◽  
Vol 9 (03) ◽  
pp. 20553-20562
Author(s):  
Putu Ayu Diah Juliarti ◽  
Anak Agung Putu Agung ◽  
I Nengah Sudja
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
High Performance ◽  
Employee Performance ◽  
Statistical Tests ◽  
Path Coefficient ◽  
Significant Positive Effect ◽  
Organizational Goals ◽  
Record Keeping ◽  
Positive Effect

An employee who has a high performance and better able to support the achievement of the goals and objectives set by the company. Employees can work well if you have a high performance that can produce good work anyway. With the high- performance that employees, is expected to achieve organizational goals. This study examines the effect of compensation and work environment on employee performance with job satisfaction to be intervening variable. Data on compensation, work environment, job satisfaction, and employee performance obtained through observation, record keeping and questioner with respondents. The data obtained are then analyzed using Partial Least Squares (PLS). Statistical tests results showed  (1) the compensation proved significant positive effect on job satisfaction the path coefficient of 0.434 and T-Stats for 4.880, (2) work environment proved to be a significant positive effect on job satisfaction the path coefficient of 0.434 and T-Stats for 4.074, (3) job satisfaction proved to be a significant positive effect on employee performance the path coefficient of 0.264 and T-Stats for 2.458, (4) compensation proved positive and significant effect employee performance the path coefficient of 0.242 and T-Stats for 2.912, (5) work environment proved positive and significant effect employee performance the path coefficient of 0.378 and T-Stats for 3.343. Based on test results obtained statistical results of all variables positive and signicant impact.

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

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

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

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.

Analisis Faktor-faktor yang Mempengaruhi Potensi Mogok Kerja Karyawan di Yogyakarta

2012 ◽  
Vol 1 (2) ◽  
pp. 45
Author(s):  
Jemadi Jemadi ◽  
Siti Noor Hidayati
Keyword(s):  
Job Satisfaction ◽  
Social Factor ◽  
Negative Effects ◽  
Social Satisfaction ◽  
Production Processes ◽  
Satisfaction Factors

<span><em>Strikes happened in some companies are often caused by </em><span><em>employee dissatisfaction. They may disturb production processes and impede </em><span><em>the achievement of company goals. Increasing job satisfaction can minimize </em><span><em>the strike potential. Job satisfaction is affected by financial, physical, </em><span><em>psychological, and social satisfaction factors. It was revealed that financial, </em><span><em>physical, psychological, and social satisfaction have statistically significant </em><span><em>negative effects on strike potential, with social factor to be the most </em><span><em>dominant. Thus, company may implement financial, physical, psychological, </em><span><em>and social satisfaction factors to minimize the strike potential.</em></span></span></span></span></span></span></span></span><br /></span>

PENGARUH GAYA KEPEMIMPINAN, BUDAYA ORGANISASI DAN KEPUASAN KERJA TERHADAP KINERJA PEGAWAI RUMAH SAKIT BHAYANGKARA PADANG

2020 ◽  
Author(s):  
Habibah
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Leadership Style ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Validity Test ◽  
Instrument Validity ◽  
Independent Variable ◽  
Inferential Analysis ◽  
Coefficient Of Regression

The purpose of this study are: 1) To explain the presence or absence of influence of leadership style, organizational culture and job satisfaction on employee performance at Bhayangkara Padang Hospital. and 2) Measuring the magnitude of influence of leadership style, organizational culture and job satisfaction on employee performance at Bhayangkara Padang Hospital. The samples used in this study were 85 respondents by using saturated sampling. This research is an explanatory research. Data collection techniques are questionnaires. Data analysis techniques using Descriptive Analysis and Inferential Analysis. To know the influence of independent variable to dependent variable partially, used t test. While to know the influence of independent variable to dependent variable simultaneously, used F test. The assumption used in validity test is if R-count&gt; R-table item declared valid. Based on the instrument validity test the influence of leadership style, organizational culture and job satisfaction on the performance of employees known all items declared valid and reliable. The Leadership Regression Coefficient (X1) of 0.608, marked as positive indicates Leadership (X1) influences the direction of Performance (Y), which means that each increase of 1 unit of Leadership (X1) will cause the effect on Performance (Y) of 0.608 The coefficient of regression of Organizational Culture (X2) equal to 0,127, marked positive indicate Organizational Culture (X2) have influence on Performance (Y), meaning every increase of 1 unit of Organizational Culture variable (X2) will cause influence to Performance equal to 0,127 The coefficient of regression of Job Satisfaction (X3) is 0,305, marked as pos itive indicating Job Satisfaction (X3) influential in the direction of Performance (Y), which mean every increase of 1 unit of Job Satisfaction variable (X3) Leadership independent variable (X1) has a significant effect on Performance (Y), Organizational Culture (X2) has a significant effect on Performance (Y), Job Satisfaction variable (X3) has significant effect on Performance (Y). The First Hypothesis (H1), Second Hypothesis (H2) and Third Hypothesis (H3) are proven and accepted.

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