scholarly journals The Effect of Intrinsic Rewards and Extrinsic Rewards on Performance with Job Satisfaction as Intervening Variables

2021 ◽  
Vol 2 (2) ◽  
pp. 200-209
Author(s):  
Reno Widhi Pramono
Keyword(s):  
Job Satisfaction ◽  
Performance Improvement ◽  
Access Network ◽  
Extrinsic Rewards ◽  
Intrinsic Rewards ◽  
Impact Performance ◽  
Contract Employees ◽  
Relationship Of ◽  
The Relationship ◽  
Intervening Variables

The world is facing a fast global development. It requires businesses to be able to compete in any developments. Companies need to be supported by the good Performance of the employees to achieve the vision and mission of the organization. Rewards and Job Satisfaction are two variables that can influence Performance. Rewards can be either Intrinsic and Extrinsic. If both types of Rewards are high so as to form high Job Satisfaction, then it can impact Performance improvement of employees. Based on this, this research aims to analyze the influence of Intrinsic Rewards and Extrinsic Rewards to Performance with Job Satisfaction as an intervening variable. This research uses a quantitative approach. Data collection techniques used by distributing questionnaires to 52 contract employees division of Corporate Customer Access Network at PT. Telekomunikasi Indonesia, Tbk. Witel Jatim Surabaya. Sampling techniques in this research using census method. Mechanical testing of the data used in this research is SEM-PLS. Results of this research shows that Intrinsic Rewards influence positively and significantly related to Performance, while Extrinsic Rewards influemce negatively and not significantly related to Performance. The next results shows that Job Satisfaction can mediating partially the relationship of Intrinsic Rewards to Performance and mediating fully the relationship of Extrinsic Rewards to Performance.

The Effect of Leadership Style and Organizational Culture on Employee Performance Through Job Satisfaction as an Intervening Variable at Telkom Indonesia Regional VII Division

2019 ◽  
Vol 1 (3) ◽  
pp. 37-50
Author(s):  
Ilham Himawan ◽  
Idrus Taba ◽  
Andi Reni
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Leadership Style ◽  
Employee Performance ◽  
Primary Data ◽  
Full Time ◽  
Relationship Of ◽  
The Relationship ◽  
Intervening Variables ◽  
Positive Effect

This study aims to determine the relationship of leadership style and organizational culture on employee performance through job satisfaction as intervening variables in Telkom Indonesia Regional VII Division. The population of the study is based on managerial & staff job positions consisting of 62 respondences from 161 full-time employees of Indonesia state-owned telecommunication company, Telkom Indonesia Regional VII Division. This research used quantitive methods. The primary data were collected by the questionnaire as the instrument to prove the results of the study. By using Smart Partial Least Squares (PLS), the analysis of collected data revealed and to test the hypotheses. According to the findings of this research supported the positive effect of leadership style, organizational culture, and job satisfaction through employee performances. The hypotheses analysis in the study has no significant effect of leadership style on employee performance, whereas job satisfaction as partial mediating.

Hubungan Iklim Komunikasi Organisasi dengan Kepuasan Kerja untuk Meningkatkan Kinerja Aparatur Pemerintahan Desa

2020 ◽  
Vol 4 (4) ◽  
pp. 517
Author(s):  
Bella Oktavianita ◽  
Sarwititi Sarwoprasodjo
Keyword(s):  
Job Satisfaction ◽  
Organizational Communication ◽  
Survey Method ◽  
Government Officials ◽  
Communication Climate ◽  
Real Relationship ◽  
Village Government ◽  
Relationship Of ◽  
The Village ◽  
The Relationship

Iklim komunikasi organisasi merupakan persepsi pegawai mengenai peristiwa yang terjadi di lingkungannya. Kantor Desa Cibalung, Kecamatan Cijeruk, Kabupaten Bogor merupakan salah satu kantor desa yang memiliki berbagai prestasi. Prestasi yang sudah diraih tentu saja tidak lepas dari peran kinerja aparatur pemerintahan desa dan masyarakat yang terlibat dalam menciptakan lingkungan kerja yang produktif dan kepuasaan kerja yang dirasakan. Maka dari itu, penelitian ini bertujuan untuk melihat hubungan iklim komunikasi organisasi dengan kepuasan kerja dan hubungan kepuasan kerja dengan kinerja aparatur pemerintahan desa. Penelitian ini menggunakan pendekatan kuantitatif melalui metode survei dengan kuesioner yang didukung oleh data kualitatif melalui teknik wawancara mendalam dan studi literatur dengan responden sebanyak 36 orang. Hasil penelitian yang diperoleh menunjukkan bahwa terdapat hubungan nyata antara iklim komunikasi organisasi dengan kepuasan kerja dan hubungan sangat nyata antara kepuasan kerja dengan kinerja aparatur pemerintahan desa.Kata Kunci: iklim komunikasi, kepuasan kerja, kinerja, komunikasi organisasi=====ABSTRACTOrganizational communication climate was the employee's perception of events that occurred in their environment. The Cibalung Village Office, Cijeruk Subdistrict, Bogor District was one of the village offices that had various achievements. The achievements that have been achieved certainly could not be separated from the role of the performance of the village government apparatus and the community involved in creating a productive work environment and perceived job satisfaction. Therefore, this study aimed to analyze the relationship of organizational communication climate with job satisfaction and the relationship of job satisfaction with the performance of village government officials. This study used a quantitative approach through a survey method with a questionnaire supported by qualitative data through in-depth interview techniques and literature studies with 36 respondents. The results obtained indicated that there was a real relationship between organizational communication with job satisfaction and the very obvious relationship between job satisfaction by the performance of the village government apparatus.Keywords: communication climate, job satisfaction, performance, organizational communication

Psychological Empowerment and Job Satisfaction: A Meta-analytic Review

2021 ◽  
pp. 097226292199435
Author(s):  
Jain Mathew ◽  
Sridevi Nair
Keyword(s):  
Systematic Review ◽  
Job Satisfaction ◽  
Psychological Empowerment ◽  
Meta Analysis ◽  
Direct Relation ◽  
Review Of Literature ◽  
Organizational Settings ◽  
Analytic Review ◽  
The Relationship ◽  
Intervening Variables

Studies in the area of psychological empowerment have been on the rise since early 1990s. Given the large amount of information available, the researchers aim to consolidate findings, in order to arrive at a deeper understanding of the concept and its relation to job satisfaction of employees in organizations. The researchers have identified 50 studies, set in varied cultural and organizational settings. The data from these studies form the basis of the analysis in this paper. A meta-analysis of the findings of the chosen studies was conducted. This is followed by a systematic review of literature, to identify a few probable intervening variables that modify the relationship. The findings of the analysis suggest that the direct relation between psychological empowerment and job satisfaction is positive, strong and statistically significant. The study supports the validity of one of the earliest models explaining the relation. The paper establishes that the direct relation between psychological empowerment and job satisfaction is strong, positive and significant. The variations in the strength of the relationship is due to the presence of certain intervening variables like culture, age, educational qualification and experience.

Does supervisor gender moderate the mediation of job embeddedness between LMX and job satisfaction?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jodie Louise Stewart ◽  
Karl Kilian Konrad Wiener
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Role Theory ◽  
Job Embeddedness ◽  
Survey Study ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship

Purpose This paper aims to examine the quality of the relationship between a supervisor and their subordinate, conceptualised as leader member exchange (LMX), and the mediating influence of subordinate’s job embeddedness on job satisfaction. The LMX model considered the four-gender dominant leadership style facets, female – affect and loyalty (communal), and male – contribution and professional respect (agentic). Social role theory was applied to explain societies influence on leadership style. The moderating influence of supervisor gender on the relationship of LMX facets and subordinate embeddedness is investigated. Design/methodology/approach This cross-sectional survey study of 213 self-selected employed participants investigated the mediation of job embeddedness LMX and job embeddedness and the moderation impact of supervisor gender on this mediation. Findings Job embeddedness mediated the relationship between all four facets of LMX and job satisfaction. Supervisor gender did not moderate the relationships of the four LMX facets and job embeddedness. These findings highlight the potential impact of a homogeniuos sample in relation to industry type and culture as this may impact on the findings. That is, participants in this study were predominantly females working in female dominant industries. Originality/value This study builds on the work of Collins et al. (2014) who examined the moderating impact of subordinate gender on the mediating relationship of job embeddedness on the relationship between LMX facets and job satisfaction. Previously, the gender role of supervisors on this relationship was not explored.

scholarly journals The Moderating Role of Leader-Member Exchange on the Relationship between Emotional Labor with Job Satisfaction or Turnover Intention

2016 ◽  
Vol 11 (12) ◽  
pp. 83 ◽  
Author(s):  
Hakan Turgut ◽  
Ismail Tokmak ◽  
M. Fikret Ates
Keyword(s):  
Job Satisfaction ◽  
Emotional Labor ◽  
Turnover Intention ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
Relationship Of ◽  
The Relationship ◽  
Emotional Dilemmas ◽  
Moderating Role

<p>It is known in the business world that employees’ display of emotional labor in their relations with customers contributes to the success of the organization. Therefore, the aim of this study is to find out how the emotional dilemmas that employees experience affect their perceptions on job satisfaction and turnover intention and whether leader-member exchange has a moderating role on these relationships. In this respect, we performed a survey on the 371 employees of a company in Turkey. We used the scale developed by Diefendorff et al. (2005) to test emotional labor; the scale developed by Scandura and Graen (1984) to test leader-member exchange; the scale developed by Chen et al. (2009) to test job satisfaction and the scale developed by Scott et al. (1999) to test turnover intention. The all scales were measured valid and reliable for this sample group. In the hierarchical regression analyses, done to test the hypotheses, all variables were included in the model. According to the findings, emotional labor has a significant and positive direct effect on turnover intention and it has a significant and negative direct effect on job satisfaction. All these results taken into consideration, it was confirmed that when emotional labor increases, turnover intention also increases, and job satisfaction decreases. Furthermore, the moderating role of leader-member exchange between the relationship of emotional labor and turnover intention wasn’t approved; however, its moderating role between the relationship of emotional labor and job satisfaction was approved. To sum up, it is estimated that performing emotional labor is inevitable for organizational success and it is essential to develop new methods in order to prevent the negativities resulting from emotional dilemmas.</p>

scholarly journals Human Resource Management Of Bureaucracy In Indonesia: Is It True That Job Satisfaction Increases Employee Performance ?

2021 ◽  
Vol 58 (1) ◽  
pp. 3218-3231
Author(s):  
Meimoon Ibrahim, Ilyas Lamuda
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Structural Equation ◽  
Employee Performance ◽  
Provincial Government ◽  
Equation Modeling ◽  
Critical Ratio ◽  
Relationship Of ◽  
Analytical Tools ◽  
The Relationship

Objective: This study aims to analyze how the effect of leadership variables on employee performance with job satisfaction as intervening in the provincial government of Gorontalo-Indonesia. Methods: The approach used is explanatory research, pattern of research that seeks to explain the relationship of variables referred so that the relationship of these variables can be tested with a quantitative approach and hypothesis testing used is the method of Structural Equation Modeling, with analytical tools of Loading Factor and Critical Ratio which is preceded by a validity test and reliability test.  The sample was drawn randomly according to representative samples at the level of the position group as many as 5% employee population of the Provincial it. Results ;The results of the study show that leadership style has a positive and significant influence on job satisfaction and leadership style has an effect on employees' performance, but job satisfaction has negative and non-significant effect on employee performance. Conclusion; Expected that this research could also be developed in other fields or a wider scope and not only because each region has different characteristics. So it is recommended that policy makers as bureaucratic managers to pay more attention to job satisfaction factors in order to further improve employee performance.

scholarly journals GIVING REWARD HAVE GREAT IMPACT ON JOBSATISFACTION AND TEACHER COMMITMENT AT SMA SATYA DHARMA BALUNG JEMBER

2019 ◽  
Vol 2 (2) ◽  
Author(s):  
Iit Maulidah ◽  
Imam Suroso ◽  
Zainollah Zainollah
Keyword(s):  
High School ◽  
Job Satisfaction ◽  
Quantitative Research ◽  
Linear Regression Analysis ◽  
Test Validity ◽  
Sampling Technique ◽  
Multiple Linear Regression Analysis ◽  
Teacher Commitment ◽  
Extrinsic Rewards ◽  
Intrinsic Rewards

The  title  of  this  research  article  is  "giving reward  has  great  impact onjobsatisfaction  and teacher commitmentat SMA Satya Dharma Balung Jember". This study aims to analyze and examine  the  effect  of  intrinsic  rewards  and  extrinsic  rewards  on  job  satisfaction  and  teacher commitment   in   SMA   Satya   Dharma   Balung Jember.   This   research   includes   causal, quantitative  research,  because  this  study  intends  to  explain  causal  relationships  (causality) between   variables   through   hypothesis   testing   that   has   been   formulated.   The   research population  is  all  high  school  teachers  of  Satya  Dharma  Balung  Jember.  The  sampling technique used is Proportional Stratified Random Sampling. The hypothesis proposed in this study  is  that  there  is  a  direct,  positive,  and  significant  influence  of  intrinsic  rewards,  and extrinsic rewards to job satisfaction and teachers commitment of SMA Satya Dharma Balung Jember. The  test  validity  of  research  instrument  used construct  validity.  Reliability  test was done with Cronbach Alpha. The method of analysis used is path analysis and the calculation process  is  approached  with  multiple  linear  regression  analysis.  The  results  showed  that intrinsic  rewards  and  extrinsic  rewards  had  a  direct,  positive,  and  significant  impact  on theteacher's job satisfactionofSatya Dharma Balung Jember high school. Intrinsic rewards, and extrinsic  rewards hada  direct,  positive,  and  significant  impact  on  the  work  commitment  of SMA Satya Dharma Balung Jember teachers.  Intrinsic rewards and extrinsic rewards hadan indirect,  positive,  and  significant  impact  on  teacher  commitment,  through  job  satisfaction. Based on the findings of this study, it is expected that the award received in accordance with what  is  perceived,  so  that  it  appears on  job  satisfaction  and  ultimately  lead  to  work commitments.

The Relationships Among Employees' Job Stress, Job Satisfaction, and the Organizational Performance of Hamadan Urban Health Centers

2010 ◽  
Vol 38 (7) ◽  
pp. 963-968 ◽  
Author(s):  
Yadollah Hamidi ◽  
Zahra Eivazi
Keyword(s):  
Job Satisfaction ◽  
Organizational Performance ◽  
Job Stress ◽  
Urban Health ◽  
Moderate Level ◽  
Health Centers ◽  
Satisfaction Questionnaire ◽  
Outcome Indicators ◽  
Relationship Of ◽  
The Relationship

The purpose in this study was to determine the levels of employees' job stress and job satisfaction in urban health centers in Hamadan, Iran, and the relationship of these levels to the organizational performance. Employees' stress levels were assessed using the Eliot Stress Questionnaire (Eliot, 1994), and job satisfaction levels were measured using the Robbins Job Satisfaction Questionnaire (Robbins, 1991). The performance of the centers was evaluated by using a series of outcome indicators. On average, the employees in all of the health centers reported a moderate level of stress. A positive correlation was found between performance and the midlevel of employees' stress was found (r = 0.69, α < 0.05).

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