scholarly journals The effect of work satisfaction and organizational commitment on human resources performance at the provision and protocol section regional secretariat of Karo District

2021 ◽  
Vol 10 (1) ◽  
pp. 28
Author(s):  
Novia Ruth Silaen
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resources ◽  
Work Satisfaction ◽  
Positive Influence ◽  
Research Results ◽  
Simultaneous Test

This study with the title The Effect of Job Satisfaction and Organizational Commitment on Performance, which aims to determine the effect parsilally and simultaneously carried out by ttest and Ftest. From the research results determined that job satisfaction and organizational commitment have a positive influence on performance which is determined by tcount greater than ttable. Furthermore, by using the simultaneous test, the results show that Fcount is greater than the Ftable. For this reason, it is suggested to further improve job satisfaction and organizational because to achieve effective commitment on performance in providing services to the community there are still many other factors that can affect, for example, training, discipline and others.

scholarly journals The Influence of Job Satisfaction on Loyalty of Tourism Buses’ Drivers and Their Assistants in Malang through Organizational Commitment

2018 ◽  
Vol 23 (2) ◽  
pp. 63
Author(s):  
Luthfi Jauharotun Nisa'
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resources ◽  
Sampling Method ◽  
Positive Influence ◽  
Significant Positive Effect ◽  
The Relationship ◽  
Positive Effect ◽  
Significant Positive Influence ◽  
Collection Methods

A person’s loyalty is a form of loyalty to an object, both people and tasks. But in fact in the current era, loyalty is a difficult thing to find. Human resources who born in 1983-1997 or called Y generation have lower loyalty than X generation (1963-1982). So that studying loyalty of tourism buses’ drivers and their assistants is an interesting thing in order to know what cause the loyalty of drivers and their assistants. The purpose of this study are (1) to find out the description of job satisfaction, organizational commitmen and driver and kernet loyalty, (2) to find out whether there is a significant positive influence on job satisfaction on the driver's and kernet's organizational commitment, (3) to find out whether there is a positive influence significant organizational commitment to driver and kernet loyalty, (4) to determine whether there is a significant positive influence on job satisfaction on driver and kernet loyalty, (5) and to find out whether there is a significant positive effect on job satisfaction on driver loyalty and kernet through organizational commitment. This research is quantitative and using path analysis to determine the relationship between variables. The sampling method uses purposive sampling in the form of judment sampling. Population in this research is 125 driver and kernet in Malang with sample 105 driver and kernet. Data collection methods use a closed questionnaire. The research results show that: (1) Job satisfaction has a positive and significant effect on the driver's and kernet's organizational commitment; (2) Organizational commitment has a positive and significant influence on driver and kernet loyalty; (3) Job satisfaction has a positive and significant impact on driver and kernet loyalty; (4) Job satisfaction affects the loyalty of driver and kernet through organizational commitment.

Analisa Pengaruh Professionalism dan Rewards Terhadap Job Satisfaction Serta Implikasinya Pada Organizational Commitment; Telaah Pada Sopir Taksi Konvensional Bandara Soekarno-Hatta

2018 ◽  
Vol 9 (2) ◽  
pp. 1-17
Author(s):  
Aldo Winata
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Sampling Technique ◽  
Positive Influence ◽  
Primary Data ◽  
Equation Modeling ◽  
Taxi Driver ◽  
Probability Method ◽  
Positive Effect

Jakarta is the place where the largest number of land transportation in Indonesia, according to Djarot in Kompas.com article, vehicles every day increased about 1500 units. And according to an article from Liputan 6, revenue from conventional taxi drivers dropped dramatically after the entry of online transport by 40-50% during 2016 due to the entry of online transport. Conventional taxi companies must immediately anticipate this phenomenon so that their human resources can survive in the company. The purpose of this research are first, to know is there a positive effect from professionalism factors to organizational commitment and job satisfaction. Second, to know job satisfaction factors have a positive effect to organizational commitment. And the last is to know is there a positive effect from rewards factors to job satisfaction and organizational commitment’s factors. This research uses descriptive method with non-probability method. Through judgmental sampling technique, primary data collection was obtained from questionnaire distribution to conventional taxi driver of Soekarno-Hatta Airport. The data has been collected and then obtained by using Structural Equation Modeling (SEM). The result of this research indicates that there is positive influence from professionalism to organizational commitment but the data do not support the hypothesis, there is positive influence from professionalism to job satisfaction, but there’s negative effect between job satisfaction and organizational commitment, there is positive relation of rewards to job satisfaction, Finally there is a positive effect of rewards on organizational commitment. Keywords: organizational commitment, professionalism, rewards, job satisfaction, ecommerce, conventional taxi driver.

scholarly journals Pengaruh Kepuasan Kerja Dan Komitmen Organisasi Terhadap Organizational Citizenship Behavior Pada PT. Pegadaian Cabang Tenggarong

2021 ◽  
Vol 21 (1) ◽  
pp. 67-83
Author(s):  
Iskandar Iskandar ◽  
Agustina Liana
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Multiple Regression Model ◽  
Positive Influence ◽  
Citizenship Behavior ◽  
Big Five Personality ◽  
Test Results

Abstract:                The purpose of this study was to determine the effect of Organizational Commitment and Job Satisfaction on Organizational Citizenship Behavior at PT. Pegadaian (Persero) Cabang Tenggarong either partially or simultaneously. Respondents in this study were drawn from all employees of PT. Pegadaian Tenggarong Branch, totaling 25 employees. The analytical tool used is a Multiple Regression model. The results of the calculation of the F test (simultaneous), the variable Job Satisfaction and Organizational Commitment simultaneously affect the Organizational Citizenship Behavior. Job Satisfaction (X1) and Organizational Commitment variable has a positive influence on Organizational Citizenship Behavior. From the two partial correlation test results above, it can be seen that the value of the Big Five Personality (X1) variable is the largest compared to with the organizational commitment variable (X2), so the Big Five Personality (X1) variable is the biggest, the dominant variable affecting the Organizational Citizenship Behavior of PT. Pegadaian (Persero) Branch of Tenggarong.   Keywords: Big Five Personality, Organizational Commitment, Organizational Citizenship Behavior  

A study on the expatriates, organizational justice, organizational commitment, job engagement, and organizational effectiveness

2014 ◽  
Vol 64 (Supplement-2) ◽  
pp. 53-68
Author(s):  
Pao-Cheng Lin
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Organizational Justice ◽  
Organizational Effectiveness ◽  
Large Scale ◽  
Local People ◽  
Job Engagement ◽  
Research Results ◽  
Retrieval Rate ◽  
Mother Country

A lot of large-scale companies in Taiwan have actively expanded the overseas businesses in past years. In addition to recruiting local people as the human resources, expatriates from the mother country could better conform to the enterprise principles and policies. This study aims to discuss the correlations between expatriates and Organizational Justice, Organizational Commitment, Job Engagement, and Organizational Effectiveness and expects to provide decision reference for relevant industries. Questionnaires were distributed among and collected from the management and the expatriates of enterprises which were ranked top-ten revenue in 2013 through e-mails. A total of 300 copies of questionnaires were distributed, and 143 valid copies were retrieved, with the retrieval rate of 48%. The research results concluded the significant correlations between 1. Organizational Justice and Organizational Commitment, 2. Organizational Justice and Job Engagement, 3. Organizational Commitment and Job Engagement, 4. Organizational Commitment and Organizational Effectiveness, and 5. Job Engagement and Organizational Effectiveness.

scholarly journals Effect of Work Environment, Work Satisfaction and Work Motivation on The Performance of Accounting Lecturers

2016 ◽  
Vol 1 (1) ◽  
pp. 76-83
Author(s):  
Novi Damayanti
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Questionnaire Survey ◽  
Work Motivation ◽  
Work Satisfaction ◽  
Positive Influence ◽  
Jel Classification ◽  
Dominant Factor

Objective - The purpose of this paper is to investigate whether work environment, job satisfaction and work motivation influences the performance of accounting lecturers. Methodology/Technique - This paper is based on a questionnaire survey of lecturers in three universities, UNISDA, UNISLA, STIE situated in Dahlan Lamongan, Indonesia. Findings - The findings indicate that work motivation is the dominant factor affecting the performance of the accounting lecturers. Work environment, job satisfaction and work motivation jointly, have a positive influence on the performance of the accounting lecturers. Novelty - The study provides ways to increase the performance of accounting lecturers so that they will be able to produce reliable scholar graduates. Type of Paper Empirical Keywords: Work Environment; Work Satisfaction; Work Motivation; Indonesia. JEL Classification: J81, J83.

scholarly journals Organizational commitment of employees as a result of job satisfaction

2021 ◽  
Vol 9 (1) ◽  
pp. 16-24
Author(s):  
Đurđijana Ilić-Koderman
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resources ◽  
Organizational Behavior ◽  
Valuable Resource ◽  
Organizational Goals ◽  
Modern Business ◽  
Business Conditions ◽  
To Come ◽  
Relationship Of

In modern business conditions, human resources are the most valuable resource that enables the realization and maintenance of the competitive advantage of the organization. Given this statement, it is not surprising why in recent decades in professional and academic circles there is a growing interest in researching issues of how to improve, retain and motivate employees to invest their maximum efforts in achieving organizational goals. As companies are both capital and labor intensive, it is easy to come to the conclusion that depending on the degree of motivation and commitment of employees to the realization of organizational goals, the realization of the above-mentioned imperative also depends on it. In other words, the degree to which employees identify with their organization depends on how motivated they will be to achieve its goals and to participate in improving its efficiency. This means that organizational commitment is becoming one of the key determinants of the success of 21st century organizations. Generally speaking, job satisfaction is an attitude that manifests in the workplace as individual behavior of the employee and can have an impact on the organization and organizational behavior. Job satisfaction encourages employees to increase performance and commitment to the organization, while reducing absenteeism and increasing interest in the profession, and it is of immeasurable importance to pay attention to the cause-and-effect relationship of job satisfaction and organizational commitment.

scholarly journals PENGARUH KOMITMEN TERHADAP KIINERJA PEGWAI DENGAN DISIPLIN KERJA SEBAGAI VARIABEL INTERVENING PADA KANTOR KECAMATAN SIANTAR KABUPATEN SIMALUNGUN

2019 ◽  
Vol 5 (1) ◽  
pp. 14-25
Author(s):  
Bagus Habi Wahyu ◽  
Darwin Lie ◽  
Efendi Efendi ◽  
Sudung Simatupang
Keyword(s):  
Job Satisfaction ◽  
Employee Performance ◽  
Positive Influence ◽  
Good Work ◽  
Research Results ◽  
Positive Correlation ◽  
Intervening Variables

Research results can be summed up as follows: 1. The quality of Commitmen of Employee is quite good, Work Discipline is good , and Employee Performance was quite satisfied. 2. There is a positive influence between commitmen toward against work disciplin. There is a positive influence between Work Discipline against Employee Performance. 3. There is moderately high and positive correlation between Commitmen of Employee against a Work Discipline. means there is a high and positive correlation between Work Discipline with employee performance. 4. The results of the hypothesis H0 is rejected, meaning that Commitmen of employee have a positive and significant impact on Employee performance through Work Discipline as Intervening Variables. Keywords: Compensation, Facilities, and Job Satisfaction

scholarly journals Job Satisfaction of Supplier Company Employees: Organizational Commitment and Work Discipline

2021 ◽  
Vol 4 (2) ◽  
pp. 1965-1977
Author(s):  
Mochamad Mochklas ◽  
Didin Fatihudin ◽  
Avif Takhul Huda
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resources ◽  
Quantitative Data ◽  
Coefficient Of Determination ◽  
Research Approach ◽  
Employee Job Satisfaction ◽  
Complex Processes ◽  
And Performance ◽  
Program Data

Supplier companies have dynamic and complex processes that require qualified human resources. Job satisfaction is important for individuals and companies, because job satisfaction is not only related to work pleasure, this study aims to determine and analyze the effect of organizational commitment and work discipline on job satisfaction of employees who work at supplier companies. This research was conducted at a hotel supply company, namely PT. Exagon. The research approach with quantitative data is processed and analyzed using the SPSS 20 program, data analysis includes validation, reliability and multiple regression analysis, t test, F test and the coefficient of determination. From the results of the analysis and discussion of this study, it can be concluded that organizational commitment has a positive and insignificant effect on employee job satisfaction, work discipline has a positive and significant effect on employee job satisfaction, and organizational commitment and work discipline have a positive and significant effect on employee job satisfaction. Positive and significant effect on job satisfaction. The results of this study are expected to increase the productivity and performance of employees who work in supplier companies and the results of this study are expected to be a reference in human resource management studies.

scholarly journals PENGARUH BUDAYA ORGANISASI, KOMITMEN ORGANISASI, DAN MOTIVASI KERJA TERHADAP KEPUASAN KERJA DAN KINERJA KARYAWAN

2018 ◽  
Vol 16 (4) ◽  
pp. 473-486
Author(s):  
Zainul Arifin Noor
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Human Resources ◽  
Structural Equation ◽  
Work Motivation ◽  
Equation Modeling ◽  
Human Resources Development ◽  
Working Performance ◽  
And Performance

This research aims to test and prove the influence of organizational culture, organizational commitment, and motivation of work towards job satisfaction and performance of employees of PT Indofood Sukses Makmur Tbk Kalimantan. The population in this study were employees of PT Indofood Sukses Makmur Tbk Kalimantan some 392 employees originating from the manufacturing, human resources development, marketing, and accounting. Using the formula, the respondent elected slovin as samples of 50.5% of the number of 198 employees originating from the manufacturing of 155 employees, human resources a number of 19 employees, marketing a number of 14 employees, and accounting of 10 employees. Based on the results of data analysis using Structural Equation Modeling (SEM) through AMOS 16.0, the results showed the 7 proposed hypotheses, there is a significant hypothesis 6 or received and there is a rejected hypothesis 1. As for the hypothesis is a hypothesis accepted: 1. Organizational culture affect significantly to job satisfaction of employees. Hypothesis 2. Organizational commitment affect significantly to job satisfaction of employees, the hypothesis 3. Influential work motivation significantly to job satisfaction of employees, hypothesis 4. Organizational culture affect significantly the performance of employees, the hypothesis 6. Significant impact on the motivation of working performance of employees, and hypotheses 7. Job satisfaction influence significantly the performance of the employees of PT Indofood Sukses Makmur Tbk Kalimantan. The hypothesis was rejected while the 1 is the hypothesis that 5 has no effect on the Organization's commitment to the performance of the employees of PT Indofood Sukses Makmur Tbk Kalimantan

scholarly journals PENGARUH HIGH PERFORMANCE WORK PRACTICE (HPWP) TERHADAP JOB PERFORMANCE PADA FRONTLINER BANK

2014 ◽  
Vol 7 (2) ◽  
pp. 247
Author(s):  
Monica Amani Ihdaryanti ◽  
Mutiara S. Panggabean
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resources ◽  
Job Performance ◽  
High Performance ◽  
Work Practice ◽  
Positive Correlation

<p>Generally High Performance Work Practice (HPWP) is a part of management human resources.<br />The objectives of this research are getting and analyzing the effect of HPWPs with Job Satisfaction;<br />HPWPs with Organizational Commitment; Job Satisfaction with Organizational Commitment;<br />Job Satisfaction with Job Performance; and Organizational Commitment with Job Performance.<br />The total of sample in this research is 100 respondents which are as Front liner BNI and Mandiri.<br />The result of this research concluded that has effect between HPWPs with Job Satisfaction;<br />there is no positive correlation between HPWPs with Organizational Commitment; there is positive<br />correlation Job Satisfaction with Organizational Commitment; there is positive Job Satisfaction<br />with Job performance; there is positive correlation Organizational Commitment with Job<br />Performance.<br />Keywords: HPWP, Job Performance, Frontliner Bank</p>

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