scholarly journals The Effect of Absenteeism, Workload and Job Satisfaction on Cost Reduction: Case Study at IFRC - CCST

2021 ◽  
Author(s):  
Dewi Rosiani ◽  
Arief Lubis
Keyword(s):  
Job Satisfaction ◽  
Cost Reduction ◽  
Reduction Case

scholarly journals PENGARUH MOTIVASI DAN KEPUASAN KERJA TERHADAP KINERJA

2019 ◽  
Vol 5 (2) ◽  
pp. 42-61
Author(s):  
Yayah Khoerunnisa ◽  
Noerdjanah Rahayuningsih ◽  
Suranta
Keyword(s):  
Job Satisfaction ◽  
Cost Reduction ◽  
Organizational Goals ◽  
Effective Work ◽  
Performance Variables ◽  
Scale Range ◽  
And Performance ◽  
Relationship Of ◽  
The Relationship

Penelitian ini bertujuan untuk mengetahui adanya pengaruh Motivasi dan Kepuasan Kerja terhadap Kinerja (studi kasus di Dinas Perhubungan Kabupaten Indramayu). Data diperoleh melalui angket yang di isi oleh 58 orang pegawai Dinas Perhubungan Kabupaten Indramayu. Total skor keseluruhan tanggapan Responden pada Variabel Kinerja dengan indikator Kualitas, Kuantitas, Jangka waktu, Penekan biaya, Pengawasan dan Hubungan antar karyawan di Dinas Perhubungan Kabupaten Indramayu adalah 2840 yang dinyatakan pada rentang skala 2370-2927, yang termasuk kategori Baik. Adapun presentase respondennya adalah 81%, yang termasuk Kategori Sangat Baik. total skor keseluruhan tanggapan Responden pada Variabel Motivasi dengan indikator Semangat kerja, Kegairahan kerja, bekerjasama, bekerja efektif dan pencapaian tujuan organisasi di Dinas Perhubungan Kabupaten Indramayu adalah 2379 yang dinyatakan pada rentang skala 1975-2439, yang termasuk kategori Baik. Adapun presentase respondennya adalah 82%, yang termasuk Kategori Sangat Baik. Total skor keseluruhan tanggapan Responden pada Variabel Kepuasan Kerja dengan indikator Menyenangi pekerjaannya, Mencintai pekerjaan, Moral kerja, Kedisiplinan, Prestasi kerja di Dinas Perhubungan Kabupaten Indramayu adalah 2277 yang dinyatakan pada rentang skala 1975-2439, yang termasuk kategori Baik. Adapun presentase respondennya adalah 78,5%, yang termasuk Kategori Baik. Hubungan Motivasi terhadap Kinerja pada pegawai Dinas Perhubungan Kabupaten Indramayu termasuk dalam kategori Sangat Rendah. Hubungan Kepuasan Kerja terhadap Kinerja pada pegawai Dinas Perhubungan Kabupaten Indramayu termasuk dalam kategori Rendah. Hubungan Motivasi terhadap Kepuasan Kerja pada pegawai Dinas Perhubungan Kabupaten Indramayu termasuk dalam kategori Rendah. This study aims to determine the effect of motivation and job satisfaction on performance (case study in the Transportation Department of Indramayu Regency). Data was obtained through a questionnaire filled out by 58 employees of the Indramayu District Transportation Office. The overall total score of Respondents' responses to the Performance Variables with indicators of Quality, Quantity, Duration, Cost Reduction, Supervision and Relationships among employees in the Transportation Office of Indramayu Regency is 2840 which is stated in the scale range of 2370-2927, which is included in the Good category. The percentage of respondents is 81%, which is included in the Very Good Category. the overall the total score of Respondents' responses to the Motivation Variable with indicators of Work enthusiasm, Excitement of work, collaboration, effective work and achievement of organizational goals in the Transportation Department of Indramayu Regency was 2379 which was started in the 1975-2439 scale range, which included the Good category. The percentage of respondents is 82%, which is included in the Very Good Category. The overall total score of Respondents' responses to the Job Satisfaction Variable with indicators Like work, Love work, Work morale, Discipline, Job performance in the Transportation Department of Indramayu Regency is 2277 expressed in the 1975-2439 scale range, which includes the Good category. The percentage of respondents is 78.5%, which includes Good Category. Relationship of Motivation to Performance of Indramayu Regency Transportation Department employees included in the category of Very Low. The Relationship between Job Satisfaction and Performance among Indramayu Regency Transportation Department employees is in a Low category. Relationship of Motivation to Job Satisfaction in Indramayu Regency Transportation Department employees is included in the Low category.

Organizational Intervention Plan For Automation Of SMEs: Case Study Gisitca

2016 ◽  
Vol 8 (01) ◽  
Author(s):  
José G. Vargas- Hernández ◽  
Ángel Daniel Rodríguez Ortega
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Situational Leadership ◽  
High Rate ◽  
Satisfaction Survey ◽  
Organizational Intervention ◽  
Job Satisfaction Survey ◽  
Intervention Plan

This study has aim to identify the main causes of a bad work environment with a high rate of turnover. The objective is to propose an intervention plan to increase the participation, commitment and employees proactivity. This job is performed with a case study with the quantitative paradigm, transversal and exploratory; the selected sample is from a PYME dedicated to automation power services. For it is based on the model of situational leadership Hersey and Blanchard, in addition to job satisfaction survey NTP213.

Job Satisfaction as Affected by Types of Leadership: A Case Study of Greek Tourism Sector

2021 ◽  
pp. 1-19
Author(s):  
Dimitrios Belias ◽  
Ioannis Rossidis ◽  
Christos Papademetriou ◽  
Christos Mantas
Keyword(s):  
Job Satisfaction ◽  
Tourism Sector

scholarly journals Exploring the relationship between corporate social responsibility actions and employee retention: A human resource management perspective

2021 ◽  
pp. 1-13
Author(s):  
Hajar Boutmaghzoute ◽  
Karim Moustaghfir
Keyword(s):  
Job Satisfaction ◽  
Organizational Identification ◽  
Employee Retention ◽  
Employee Commitment ◽  
Theoretical Framework ◽  
Theoretical Research ◽  
Future Research ◽  
Behavioral Factors ◽  
The Relationship

BACKGROUND: This study builds on the little guidance in the existing literature to analyze the relationship between employee-oriented CSR actions and employee retention in a business context, while using Freeman stakeholders’ model as a theoretical research framework. This research also aims to shed light on significant behavioral factors facilitating the relationship between CSR endeavors and turnover rate. OBJECTIVE: This paper builds on the existing research gap in the literature and suggests that behavioral factors, including job satisfaction, organizational identification, and motivation facilitate the relationship between employee-oriented CSR actions and employee retention, which contributes to laying the foundations of a theoretical framework that has the potential to advance both theoretical and practitioner debates and disentangle the complexity of such a relationship, while offering strategically-focused development venues in CSR and HRM fields. METHODS: This research uses a single case study design to ensure an in-depth and detailed analysis of the phenomenon under scrutiny, while relying on a triangulation methodology for data collection, including a questionnaire used as exploratory approach, interviews to generate explanatory data, and archival data to bring confirmatory insights. Data analysis followed the procedures of a deductive approach. RESULTS: The research results show a positive relationship between employee-oriented CSR actions and employee retention, while demonstrating the facilitating role of job satisfaction, organizational identification, and motivation in moderating such a relationship. The findings also stress the importance of framing CSR interventions within the organization’s strategy and goals, while ensuring employee participation in such decision making processes to maximize the effect of CSR interventions on employee commitment and reduce turnover. CONCLUSIONS: This research has the potential to better clarify the nature of the relationship involving CSR interventions, from an employee perspective, retention, and turnover, while laying the foundations of a theoretical framework linking such constructs and other behavioral factors that underpin and support such a relationship. Building on the study’s findings and assumptions, future research is needed to gain a more comprehensive understanding of how HR-related CSR actions affect behavioral performance dimensions, resulting in employee commitment and retention. Future research should also consider multiple case study, multicultural, and ethnographic approaches for the sake of generalizability and theory building.

Compassion Fatigue: A Nurse’s Primer

2011 ◽  
Author(s):  
Barbara Lombardo ◽  
Caryl Eyre
Keyword(s):  
Job Satisfaction ◽  
Physical Health ◽  
Compassion Fatigue ◽  
Theoretical Perspective ◽  
Future Research ◽  
Spiritual Needs ◽  
Workplace Environment

Most nurses enter the field of nursing with the intent to help others and provide empathetic care for patients with critical physical, mental, emotional, and spiritual needs. Empathic and caring nurses, however, can become victims of the continuing stress of meeting the often overwhelming needs of patients and their families, resulting in compassion fatigue. Compassion fatigue affects not only the nurse in terms of job satisfaction and emotional and physical health, but also the workplace environment by decreasing productivity and increasing turnover. We begin this article with a case study of a reactive nurse who did not seek help for her continuing stress. This is followed by a review of Watson’s theoretical perspective related to compassion fatigue. Next we delineate symptoms of, and describe interventions for addressing compassion fatigue. We conclude by presenting a case study of a proactive nurse who avoided developing compassion fatigue and a discussion of future research needed to better prevent and ameliorate compassion fatigue.

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